Tags: hiring

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Monday, January 14th, 2019

Writing for hiring

Cassie joined Clearleft as a junior front-end developer last year. It’s really wonderful having her around. It’s a win-win situation: she’s enthusiastic and eager to learn; I’m keen to help her skill up in any way I can. And it’s working out great for the company—she has already demonstrated that she can produce quality HTML and CSS.

I’m very happy about Cassie’s success, not just on a personal level, but also from a business perspective. Hiring people into junior roles—when you’ve got the time and ability to train them—is an excellent policy. Hiring Charlotte back in 2014 was Clearleft’s first foray into hiring for a junior front-end dev position and it was a huge success. Cassie is demonstrating that it wasn’t just a fluke.

Alas, we can’t only hire junior developers. We’ve got a lot of work in the pipeline right now and we’re going to need a full-time seasoned developer who can hit the ground running. That’s why Clearleft is recruiting for a senior front-end developer.

As lead developer, Danielle will make the hiring decision, but because she’s so busy on project work right now—hence the need to hire more people—I’m trying to help her out any way I can. I offered to write the job description.

Seeing as I couldn’t just write “A clone of Danielle, please”, I had to think about what makes for a great front-end developer who uses their experience wisely. But I didn’t want to create a list of requirements, and I certainly didn’t want to create a list of specific technologies.

My first instinct was to look at other job ads and take my cue from them. But, let’s face it, most job ads are badly written, and prone to turning into laundry lists. So I decided to just write like I normally would. You know, like a human.

Here’s what I wrote. I hope it’s okay. I don’t really have much to compare it to, other than what I don’t want it to be.

Have a read of it and see what you think. And if you’re an experienced front-end developer who’d like to work by the seaside, you should apply for the role.

Monday, December 3rd, 2018

Reluctant Gatekeeping: The Problem With Full Stack | HeydonWorks

The value you want form a CSS expert is their CSS, not their JavaScript, so it’s absurd to make JavaScript a requirement.

Absolutely spot on! And it cuts both ways:

Put CSS in JS and anyone who wishes to write CSS now has to know JavaScript. Not just JavaScript, but —most likely—the specific ‘flavor’ of JavaScript called React. That’s gatekeeping, first of all, but the worst part is the JavaScript aficionado didn’t want CSS on their plate in the first place.

Saturday, June 23rd, 2018

I Don’t Believe in Full-Stack Engineering • Robin Rendle

A good ol’ rant from Robin.

HTML and CSS and JavaScript have always been looked down upon by many engineers for their quirks. When they see a confusing and haphazardly implemented API across browsers (HTML/CSS/JS), I see a swarming, writhing, and constantly improving interface that means we can read stuff that was written fifteen years ago and our browsers can still parse it.

Before jumping to conclusions, read the whole thing. Robin isn’t having a go at people who consider themselves full-stack developers; he’s having a go at the people who are only hiring back-end developers and expecting them to automatically be “full stack.”

Thursday, April 12th, 2018

Random thoughts and data on hiring from recent experience by Chris Coyier

I recently put the call out for freelance front-end devs on Twitter, and my experience mirrors Chris’s.

Not having a personal website was a turn-off. I don’t know if it matters industry-wide or not, but I’m one person with my own opinions and I’m the one making the call so it mattered here. A personal website is the clearest place I can get a sense of your taste, design ability, and writing ability.

Saturday, March 31st, 2018

Really Bad Design Exercises || Matthew Ström: designer & developer

This is a fun—and useful—way of improving the interview process. The Rubik’s Cube examples brought a smile to my face.

Tuesday, February 21st, 2017

The Five-Tool Designer » Mike Industries

Mike lists five tool skills he looks for in a designer (not that every designer needs to have all five):

  1. Visual Design & Animation
  2. Interaction Design
  3. Getting Things Done
  4. Teamwork
  5. Leadership

Swap the first one out for some markup and CSS skills, and I reckon you’ve got a pretty good list for developers too.