Arguably, the job of an engineering manager is to hire and sculpt a development team that is not only highly productive, but also precisely resourced for immediate business priorities.
Easier said than done. Businesses are highly erratic organisms. Especially start-ups. From week to week our business environment changes and company priorities evolve accordingly. In response to this, so does the position of senior management on the best way to adapt.
Hiring Drupal developers is difficult. Hiring great Drupal developers in the current market often feels close to impossible. They are highly sought after and most of the people on the market, in all honesty, aren’t very good.
I’ve put together a list of the best Drupal interview questions that I’ve used over the years to screen Drupal candidates. Hopefully you’ll find them useful.
I recently had the pleasure of talking at First Capital's CTO summit. I hosted an interactive discussion on team building for around 100 CTOs and VPEs of small to medium sized, venture backed technology companies.
Here's how the audience voted on 12 critical questions:
#1: Should you hire specialists or generalists? (52 Votes)
I spend a lot of my time hiring. Recently I’ve streamlined my technical phone screening. I’ve defined a “Technical Bar” that focuses on seven skill areas.
Read more on my technical phone interviews blog
I loved the book (and the attack ad below promoting it). I spend a good deal of my time striving to hire world-class web developers, and much of what Jason and David had to say resonated with me.
I cracked a smile at the book’s opening assertion; resumes are ridiculous documents, beloved by the mediocre, filled with half-truths and exaggerations and perfect for spamming hundreds of potential employers. And my heart warmed at the suggestion that cover letters, on the other hand, are potential gems, written in the voice of the candidate and often specifically directed at the position in question. I always read the cover letter first.