If you don't ski or snowboard, there is a ton of other outdoor activities to do in and around
Do you like to visit
So you are now saying, “well, I am not a C++ expert”. That is OK. What is your definition of ‘expert’? Everyone’s definition is different. Do you have extreme passion for C++? Do you love dissecting the advanced features of the language? Maybe you are a hardcore Boost developer. If you are in there somewhere and feel that you are at least on your way to becoming a C++ expert, then we at least have a conversation starter. Let’s talk. If you are a rising rock star who better to learn the rest of your C++ alongside than a few C++ Standards Committee members.
Do you love working in an atmosphere where entrepreneurship and creativity are encouraged? Do you love being able to work on open source and side projects and have strong people near you to discuss such matters? These aren’t the only things discussed around the water cooler.
Are you concerned about COL? Yes, it can be expensive in
Contact us for more information.
Friday, April 24, 2009
Work with World C++ Leaders in an Amazing Location: Lake Tahoe!
We have a job opening for a C++ expert in Lake Tahoe . We think it is so cool that we should blog about it. Why should you be reading this? Well if you are extremely passionate about C++, STL, Boost and a you love to not only develop software for a living but love working on open source or other side projects, then you should definitely fit this team. This company’s office is literally 5 minutes from one of the country’s most amazing ski resorts, Heavenly. Did I mention that this company will pay for half of your season pass to Heavenly? If you want to also go to some of the other amazing ski mountains in the area, I am sure those mountains sell season passes also.
Monday, April 13, 2009
How to run an efficient and effective interview process.
We have several world class clients in the software industry and have worked with several other world-class firms over the years. We have worked with companies that run a very efficient and effective interview process and some that lose out on a lot of good people because they do not. What are the reasons a company should strive to run an efficient and effective process?
There are many:
- First is the most obvious. It saves the company time and money.
- It optimizes the chances that candidates will spread positive feedback about your company and your openings, whether they get hired or not.
- If you are working efficiently in your interview process, your recruiters are much more likely to respond and do the same and hence bring you more great candidates.
- Efficiency in one activity breeds efficiency in other activities.
Let's take a look at how to get the most out of your interview process.
- 1st, it is VERY important to give timely feedback to your recruiters or to direct candidates. You as a hiring manager must assume that each and every candidate is working on at least 2 or 3 opportunities other than yours. This makes timely feedback imporant in keeping the interest level high in both your candidates and the recruiters that are working with you. If they have to wait too long for feedback or to hear about the next step in the process, they are more likely to lose interest and focus on other opportunities more than yours. So quickly give feedback from the previous step in the process and quickly move to the next step. Technical people are very sensitive to process. If your recruiting process is opaque, slow, and unfocused, they very quickly assume the rest of your company works the same way.
- 2nd, know the timeframe importance level for each candidate. You may find the need to speed things up with certain candidates if they are getting close to the offer stage with other companies. This is especially important if this is a "rock star" candidate.
- 3rd, Make efficient use of everyone's time. Double up on phone interviews. If you know you need 2 phone interviews before you can bring a candidate onsite get 2 software engineers on the phone with a candidate at a time. Kill two birds with one stone. This can not only save man hours and money, but it speeds up the entire process which, again, is very important for candidates that are getting close to receiving offers from other companies.
- 4th, If you are scheduling a candidate for an onsite interview and you are flying them several thousand miles to bring them in to your office, make sure you optimize the use or your company's time and money. Make sure you have the entire thing scheduled hour by hour. Don't have the candidate sitting around waiting a long time before meeting with the next person. By leaving them alone in a conference room they will lose interest, confidence and hence your process loses effectiveness. If they will need to do a second day of onsite interviews, try to have that scheduled into the candidate's travel arrangements and schedule if possible. If you have to bring them back for a 2nd round make sure you aren't going to lose their interest and candidacy in doing so.
- 5th, Have a pragmatic approach to your interview. Tech trivia has its place in the software engineering interview, but should not be the end-all be-all. Make sure you are drilling down core computer science fundementals. If there is a famous problem that the founding members of your company had to solve once upon a time, ask the candidates how they might approach the problem. Also, in writing software you try not to "reinvent the wheel." Use the same approach in interviewing. Get them to go through some of their projects step-by-step. Get them to talk about architecture, show you the design and maybe some code of some of the implementation. Keep them on their toes.
One last thing. By keeping your interview process efficient and effective you will help your retention rate. Many people dread conducting interviews. By keeping your interviewers on their toes you will keep them excited and interested in their own job. Everyone wins! The next time you are in a position of hiring keep in mind how it directly and indirectly effects the rest of your organization.
There are many:
- First is the most obvious. It saves the company time and money.
- It optimizes the chances that candidates will spread positive feedback about your company and your openings, whether they get hired or not.
- If you are working efficiently in your interview process, your recruiters are much more likely to respond and do the same and hence bring you more great candidates.
- Efficiency in one activity breeds efficiency in other activities.
Let's take a look at how to get the most out of your interview process.
- 1st, it is VERY important to give timely feedback to your recruiters or to direct candidates. You as a hiring manager must assume that each and every candidate is working on at least 2 or 3 opportunities other than yours. This makes timely feedback imporant in keeping the interest level high in both your candidates and the recruiters that are working with you. If they have to wait too long for feedback or to hear about the next step in the process, they are more likely to lose interest and focus on other opportunities more than yours. So quickly give feedback from the previous step in the process and quickly move to the next step. Technical people are very sensitive to process. If your recruiting process is opaque, slow, and unfocused, they very quickly assume the rest of your company works the same way.
- 2nd, know the timeframe importance level for each candidate. You may find the need to speed things up with certain candidates if they are getting close to the offer stage with other companies. This is especially important if this is a "rock star" candidate.
- 3rd, Make efficient use of everyone's time. Double up on phone interviews. If you know you need 2 phone interviews before you can bring a candidate onsite get 2 software engineers on the phone with a candidate at a time. Kill two birds with one stone. This can not only save man hours and money, but it speeds up the entire process which, again, is very important for candidates that are getting close to receiving offers from other companies.
- 4th, If you are scheduling a candidate for an onsite interview and you are flying them several thousand miles to bring them in to your office, make sure you optimize the use or your company's time and money. Make sure you have the entire thing scheduled hour by hour. Don't have the candidate sitting around waiting a long time before meeting with the next person. By leaving them alone in a conference room they will lose interest, confidence and hence your process loses effectiveness. If they will need to do a second day of onsite interviews, try to have that scheduled into the candidate's travel arrangements and schedule if possible. If you have to bring them back for a 2nd round make sure you aren't going to lose their interest and candidacy in doing so.
- 5th, Have a pragmatic approach to your interview. Tech trivia has its place in the software engineering interview, but should not be the end-all be-all. Make sure you are drilling down core computer science fundementals. If there is a famous problem that the founding members of your company had to solve once upon a time, ask the candidates how they might approach the problem. Also, in writing software you try not to "reinvent the wheel." Use the same approach in interviewing. Get them to go through some of their projects step-by-step. Get them to talk about architecture, show you the design and maybe some code of some of the implementation. Keep them on their toes.
One last thing. By keeping your interview process efficient and effective you will help your retention rate. Many people dread conducting interviews. By keeping your interviewers on their toes you will keep them excited and interested in their own job. Everyone wins! The next time you are in a position of hiring keep in mind how it directly and indirectly effects the rest of your organization.
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