And today we're sharing our recipe for learning if your team process should change, and how to change it.
Like many of you, we hold standups to sync up on what people are up to, surfacing and supporting through blockers, and getting in a little regular facetime. We’re currently on our third variation of the year for how we do our standups.
This is Part 2 of a multi-part series covering some of the topics introduced in our RailsConf 2018 workshop, "Interviewer Skills".
You know what attributes will make someone the right addition to your team, and have specific enough descriptions that there can be no room for ambiguity. How do you translate these into interview questions?
This is Part 1 of a multi-part series covering some of the topics introduced in our RailsConf 2018 workshop, "Interviewer Skills".
How do you know if someone will be the right addition to your team? What happens if you both agree it's important to hire "no jerks" or people who are "smart and learn fast", but have different ideas about exactly that might mean?
We have a list of WIP topics. What do you most hope to learn? Let us know.
You asked us for it in the halls of RailsConf and on Twitter. This article is the first in a multi-part series going over some of the topics introduced in our Interviewer Skills workshop.
Her entire interview process takes twenty minutes. For an industry where shoddy technical work could lead directly to human death. What's the secret?
Recently I was chatting with a friend who works as an engineer -- a real engineer, as in buildings and bridges and structures. I was curious what a technical, regulated industry's interview process might look like. What might I learn from her interview practice that could teach me about being a better interviewer in the software industry?
What can you ask yourself to know the right question to ask?
When as an interviewer must you ask about specific experiences, and when can you ask what a candidate would do in a hypothetical situation?
Sometimes refactoring is fun. Sometimes refactoring feels therapeutic. Usually, those kinds of refactoring are the kinds we don't need.
What you need out of your manager may be different than what your colleagues, your friends, or your peers need -- and that's ok! What can you do to discover if the candidate interviewing to become your manager is the right person for the job?
...you know what iambic pentameter is hella hard.
How about we jump straight to talking about what to do if you have a lonely remote developer who's not succeeding on your in-office team.
Two developers, both alike in dignity. In a fair tech valley, where we lay our scene.
Remember what `ActionMailer::Base.mail` is expected to return.
Are you making changes involving ActionMailer and hitting `(object doesn't support #inspect)`?
Learn how to align your apprenticeship program with your organization's desired outcomes.
Are you trying to build an apprenticeship program? Building cross-organizational buy-in can bolster your program's success.
Learn how to own, understand and leverage your privilege.
While some see “Privilege” as a four letter word, as a leader it's critical to understand how team members' backgrounds impact them.
Learn the basics of designing an apprenticeship program.
Software apprenticeships develop your existing talent and help you expand your teams more quickly and effectively.