Earlier quoted context omitted.
What is "Cl"? Thanks.
Continuous Integration, any of a number of source control/automated build systems that keep the code working at all times over multiple developers/sites.
Oh duh! Thanks! I was reading it as C L.
The Bloodthirsty Battle For Tech Talent
91–99 of 99 posts
Re: The Bloodthirsty Battle For Tech Talent
#92Earlier quoted context omitted.
So you're suggesting that the company change how it does employment to have more old fashioned, long term employment. But how do you convince someone of that? Everyone is saying "We're different, we'll look after you!". You could do it with contracts & law. Offer 10 year salaries-index-linked-at-a-minimum employment contracts. Employment contracts that specifically state the employer won't do things like outsource, (…
To be honest, a lot of it is about the character and credibility of management. If you work for a guy who is openly against outsourcing, you can generally expect them not to outsource. If you work for someone who was hired by the board to cut costs, you can expect them to do that in any way possible, even if it harms the company long-term. Yes, contracts play a role in this and it would definitely limit a business' s…
Sure, the management matters, but how do you convince a prospective new hire of what the manager believe? You are then limiting your possibilities for new management hires.
Other non-financial industries use money aswell. Doctors for one.
Re: The Bloodthirsty Battle For Tech Talent
#93Earlier quoted context omitted.
How are you going to keep this hypothetical honor student down on the farm? [1] In other words, once the employee has the skills to earn $85k, why should she wait six months for her giant raise when she could just switch employers and get the giant raise right away? Not that this is the reason why the fantasy scenario doesn't work - if it were reliably possible to turn a raw recruit into DHH with six months of traini…
I may have missed a step in your reasoning but why are you assuming they have to start with a "raw recruit"? Why couldn't companies hire actual developers with no previous experience in {some_tech} or {some_framework} and train them in said tech/framework? It seems companies, just like recruiters, feel safer when they hire a "rails dev" for a "rails position" when in fact a good programmer with zero rails experience…
But developers know that they can learn on the job. So an offer of "half regular salary, but we'll train you!" is not too appealing. Many companies will just pay regular wages. So we're back to where we started.
Re: The Bloodthirsty Battle For Tech Talent
#94Earlier quoted context omitted.
To be honest, a lot of it is about the character and credibility of management. If you work for a guy who is openly against outsourcing, you can generally expect them not to outsource. If you work for someone who was hired by the board to cut costs, you can expect them to do that in any way possible, even if it harms the company long-term. Yes, contracts play a role in this and it would definitely limit a business' s…
Sure, the management matters, but how do you convince a prospective new hire of what the manager believe? You are then limiting your possibilities for new management hires. Other non-financial industries use money aswell. Doctors for one.
That's where brand management and PR come in. Plus if you foster a certain environment in your company when someone comes in they can feel it.
Actually the medical profession is an interesting example. Doctors get paid very little initially and don't move often.
Re: The Bloodthirsty Battle For Tech Talent
#95Earlier quoted context omitted.
I left Paris 3 years ago, since then I've been doing all my work remotely from a very rural place ( http://goo.gl/maps/UTIzF ). That said Paris is the best place to get started networking again. Be sure to go to the Paris.rb group which is very dynamic if you come back! http://meetup.rubyparis.org/
> since then I've been doing all my work remotely from a very rural place Excellent! I'm in Paris but my wife's family is in Charente (Ruffec) and I go there often. We should setup some kind of local meetup group!!
Sure, would be fun :-) I don't know many technologists around so far, but a good idea!
Re: The Bloodthirsty Battle For Tech Talent
#96Earlier quoted context omitted.
I may have missed a step in your reasoning but why are you assuming they have to start with a "raw recruit"? Why couldn't companies hire actual developers with no previous experience in {some_tech} or {some_framework} and train them in said tech/framework? It seems companies, just like recruiters, feel safer when they hire a "rails dev" for a "rails position" when in fact a good programmer with zero rails experience…
But developers know that they can learn on the job. So an offer of "half regular salary, but we'll train you!" is not too appealing. Many companies will just pay regular wages. So we're back to where we started.
You're right. What I meant is that companies trying in vain to find rails developers should hire generalists, regardless of rails experience (at a competitive, normal salary according to the skills/experience of the recruit).
It seems companies only advertise for specific languages or frameworks; maybe they think they need someone capable of hitting the ground running, but if they spend a year finding them... it's pointless.
Re: The Bloodthirsty Battle For Tech Talent
#97One agency’s pitch consisted entirely of this: “I saw that your [sic] looking for some work. I have a few posions [sic] in SF that might be a fit, let me know when you have some time to talk.” It provided no last name, phone number or company name. The author should remember this is craigslist. This seems like run-of-the-mill spam (likely sent to EVERY new job posting)
It was actually on the Ruby meetup list... I was surprised how many recruiters where monitoring that group, how quickly they responded to the fake message (within 5 minutes), and how little care, thought or attention they paid when asking people to entrust them with their career/job.
Ah okay. I should have read the article more carefully. It still could have been automated spam though :)
Re: The Bloodthirsty Battle For Tech Talent
#98Earlier quoted context omitted.
I've worked remotely with a strong distributed team. It worked quite well, and I formed relationships on par with the year I worked in-person at another company. That being said, I'm not very interested in it for my company since it just seems less fun to not be able to hang out with your employees in person. And fun is the reason I do this. I'm still on the fence about it though.
So if "fun" is the reason you do it, "fun" must also be the reason your employees do? Do you put this in your job ads as a required skill, doing it for fun, or is it perhaps something you don't say out loud?
Part of having "fun" is also feeling secure and safe in your job. At any rate, I know many people who find it more fulfilling to engage with their team locally, and I'm one of them, and I don't see what's wrong with that (especially since it is my company after all and I'm pretty sure I'm not breaking any laws by stating that).
Re: The Bloodthirsty Battle For Tech Talent
#99Earlier quoted context omitted.
I've worked remotely with a strong distributed team. It worked quite well, and I formed relationships on par with the year I worked in-person at another company. That being said, I'm not very interested in it for my company since it just seems less fun to not be able to hang out with your employees in person. And fun is the reason I do this. I'm still on the fence about it though.
SO your company must have no trouble finding local people? Because fun is your driving hiring metric?
You are too quick to jump on minor details.