Re: a question relating to job application

On Tue, 2006-02-28 at 11:20 -0800, Maryellen wrote:
James,
Thank you for your feedback. Not only did you help me to understand the
process of screening for programmers and recent grads or not, but of
the hiring processes in your specific group. Quarterly project cycles
looks like you all are working hard; far more rigerous that annual!!

Yes! What's new to us is the P&L. Our departments now operate like
small businesses, instead of like tightly integrated pieces of a large
corporate monolith. This is a big deal to us, because it puts us in a
position of real authority, we get to take risks, and keep rewards.
I know this scenario is uncommon, but the nature of our product makes it
possible.

Thank goodness you have 8 good developers, I can see why it is so
important to have extremely good processes in your hiring.

Some of us have worked together for more than five years, and a couple
for less than a year.

Curious, how many phone screens before you bring them in and white
board them?

Our recruiters screen, and I don't know how many they send to us. We
try to keep them clear as to the meaning and significance of our
requirements, and we don't expect them to do too much technical
evaluation. Occasionally we will get someone on the team from a
referral, and, about once a year, we hire an intern from a local
university. This year, our intern is totally dedicated to Quality
Control. (This is part of our organization becoming more directly
responsible for our product.)

We've had as many as "dozens" of conference calls, and only four or five
face-to-face interviews, for senior staff. Most people who get to that
point are well-qualified, and the selection process has been difficult.
We're not the highest-paying opportunity, so that has helped narrow down
the field on a number of occasions.

The last time we had an open rec for a position that wasn't "senior" was
long enough ago, that the person we hired had developed enough
experience to be promoted twice :-) When we do hire someone, they tend
to stay, and we've learned to recognize what we're looking for aside
from technical merit and experience.

If I am imposing, please let me know, I will stop asking:-)
This is great information for my article! I can/will quote you, only if
you are open to that. Otherwise, the information gathering is

I don't want to disclose who I work for: Many people on the newsgroups
already know that, but it's not something I like to broadcast. Aside
from that, I wear my personality on my shirt sleeve and I'm accustomed
to being quoted. I don't think I've disclosed anything confidential,
but at the same time, I certainly do not want my comments to be
construed as representing my employer.


James




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