No matter the state of a business, whether it has been bootstrapped since its inception, has gone through four major changes in direction, or is experiencing a period of rapid growth, one challenge remains constant: discovering and engaging distinguished new personnel.
Finding the right engineer for open positions can be a challenge, and if left unresolved, the situation can quickly escalate into a full-blown catastrophe. This is a critical issue that needs to be addressed in order to ensure the successful operation of your team, especially since the process of sourcing, interviewing, and onboarding the ideal candidate can involve a tremendous amount of time and effort from the core team.
With the help of specialised in-house technical recruitment teams and their renowned reputations as desirable employers, tech giants such as Google, Amazon, and even companies of a smaller scope like Uber, are able to easily draw in skilled engineers. However, for the remainder of the business world, finding engineers who possess not only the necessary technical competencies but are also an appropriate fit with the company’s culture can be a much greater challenge.
So, you’re the target audience for this manual.
Over the course of our four years in operation, Works has had the opportunity to assess more than 130,000 applications from potential developers and has successfully employed over 1,200. This in-depth experience with the developer recruitment process has enabled us to gain a unique insight into the process. In this post, we will share the knowledge we have acquired through our journey, and provide advice on how you can make the most of it.