Ask HN: I think I'm good at quickly identifying dev talent. How to prove it?

#1

Post by mattm » Thu, Jun 23, 2016, 12:57 AM UTC

I'm prompted to ask this from this reddit comment: https://www.reddit.com/r/cscareerquestions/comments/4paeff/what_does_socalled_top_talent_actually_look_like/d4jf9df

Now, I've only been involved in hiring decisions a few times but I feel I've been able to identify someone's level of experience and capability pretty quickly (in about an hour).

I would be interested in testing this out more to see if it's something I can do. Is this something that would be valuable to companies? How could I go about proving it to myself and then selling this service if I am capable?

Re: Ask HN: I think I'm good at quickly identifying dev talent. How to prove it?

#2

Post by DelaneyM » Thu, Jun 23, 2016, 1:12 AM UTC

You become a recruiter.

Identifying dev talent is one (very important!) part of the job for dev managers, but not enough on its own to be successful.

The only pure application of that skill would be as a recruiter.

That said, you're almost certainly wrong. I can't find the quote/citation right now, but distinctly remember that over a decade of data at Google showed that only one person at the company was really individually exceptional at predicting performance as an interviewer (and he was a special niche case).

Re: Ask HN: I think I'm good at quickly identifying dev talent. How to prove it?

#3

Post by j45 » Thu, Jun 23, 2016, 3:32 AM UTC

You could become a headhunter for recruiters and get paid for successful finds.

Re: Ask HN: I think I'm good at quickly identifying dev talent. How to prove it?

#4

Post by mattm » Thu, Jun 23, 2016, 3:54 AM UTC

DelaneyM wrote: post #2

You become a recruiter. Identifying dev talent is one (very important!) part of the job for dev managers, but not enough on its own to be successful. The only pure application of that skill would be as a recruiter. That said, you're almost certainly wrong. I can't find the quote/citation right now, but distinctly remember that over a decade of data at Google showed that only one person at the company was really indiv…

Ok, how do I become a recruiter?

Yes, I'm fully aware that I could be misguided but would be interested in dipping my toe in the water to at least try.

Is it something that's possible to do part-time on the side?

Re: Ask HN: I think I'm good at quickly identifying dev talent. How to prove it?

#5

Post by DelaneyM » Thu, Jun 23, 2016, 4:09 AM UTC

mattm wrote: post #4

DelaneyM wrote: post #2

You become a recruiter. Identifying dev talent is one (very important!) part of the job for dev managers, but not enough on its own to be successful. The only pure application of that skill would be as a recruiter. That said, you're almost certainly wrong. I can't find the quote/citation right now, but distinctly remember that over a decade of data at Google showed that only one person at the company was really indiv…

Ok, how do I become a recruiter? Yes, I'm fully aware that I could be misguided but would be interested in dipping my toe in the water to at least try. Is it something that's possible to do part-time on the side?

Best bet is to start at a big name, then when you have a little experience go to a specialty firm.

Re: Ask HN: I think I'm good at quickly identifying dev talent. How to prove it?

#6

Post by JoachimSchipper » Thu, Jun 23, 2016, 5:47 AM UTC

As to proving it to yourself - start tracking who you (don't) hire, and the outcomes. You can do this as an employee.

Re: Ask HN: I think I'm good at quickly identifying dev talent. How to prove it?

#7

Post by miguelrochefort » Thu, Jun 23, 2016, 1:23 PM UTC

This is trivial and any person can do it.

Re: Ask HN: I think I'm good at quickly identifying dev talent. How to prove it?

#8

Post by malux85 » Thu, Jun 23, 2016, 2:24 PM UTC

Ah hour?!! That is NOT quick. Even Junior developers could identify strong talent if they sat with them for an hour and just talked.

Get it down to 10 minutes, and that would be quick!

Re: Ask HN: I think I'm good at quickly identifying dev talent. How to prove it?

#9

Post by id122015 » Thu, Jun 23, 2016, 2:36 PM UTC

You can try it on me, I'd volunteer. Never been employed as a programmer but I'm curious to know if anyone would hire me, and if so what kind of employer would that be.

Re: Ask HN: I think I'm good at quickly identifying dev talent. How to prove it?

#10

Post by JSeymourATL » Thu, Jun 23, 2016, 3:15 PM UTC

> How could I go about proving it to myself...

Much the same way Devs store projects on GitHub-- start building up your portfolio of talent profiles and notes on individuals that you interview & assess. It's a practiced art-- you become exponentially better the more people you evaluate. Also, understand that people do change and grow as they progress throughout their careers. Take the long view and be sure to follow up periodically.

The best executive leaders create a talent pipeline, typically meet & informally interview 2-3 people a month. Incidentally, this builds-up an amazing network of true contacts, which is to say NOT Linkedin contacts. The best primer on this process is Bradford Smart's Topgrading > http://www.goodreads.com/book/show/915182.Topgrading

> then selling this service if I am capable?

Connecting with buyers, in this case Hiring Executives falls into the specialty function of Sales & Business Development. Professional Services firms are always chomping at the bit for rainmakers. If you're serious about this path, take a development course like Miller Heiman > https://www.mhiglobal.com/