The inside story of how 382 recruiters pursued an imaginary engineer

Re:The inside story of how 382 recruiters pursued an imagina... by purplelobster on Thursday March 07, 2013 @02:39PM (#5339671)

Or, how about instead of trying to find the bestest Javascript ninja, you take a promising engineer and, I don't know, teach them? Whatever you might think, web technologies are NOT very difficult to learn. Most start-ups work on pretty trivial problems. People in the start-up crowd seem to believe that the smartest people on the planet are building web start-ups. Think again.

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Re:The inside story of how 382 recruiters pursued an imagina... by ryguytilidie on Thursday March 07, 2013 @06:23PM (#5341080)

This has always been the weird thing for me. I'm ex-facebook so when I get hired companies will often say "wow you know a bunch of facebook people, lets hire them" not realizing they are both insanely expensive and insanely in demand.

I've always said, why not instead of hiring engineers who work at Facebook or Google, maybe beat them at their own game and instead go for the same crop of people they are hiring? Brilliant college kids who are excited to work for you and can learn from your team and develop into the great engineer you want.

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Re:The inside story of how 382 recruiters pursued an imagina... by seanmcdirmid on Thursday March 07, 2013 @09:51PM (#5341831)

Wow you know a lot of CMU/MIT/stanford kids, lets hire them

Not that easy.

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Re:The inside story of how 382 recruiters pursued an imagina... by nir on Thursday March 07, 2013 @04:29PM (#5340398)

Well said. Seems like companies are starting believe their own job ads, searching for Ninjas and Rock Stars and obsessing about hiring processes.

We're not doing brain surgery, and we're not flying to the moon. The JS frameworks mentioned in the article can be learned on the job in a matter of weeks by any reasonably competent and motivated programmer, days by a good one.

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Re:The inside story of how 382 recruiters pursued an imagina... by rayiner on Thursday March 07, 2013 @06:38PM (#5341143)

I don't think it's a matter of attitude, it's a matter of scale. Training entry-level people properly takes scale. You need procedures, systems, and institutional knowledge. You need to be able to "write off" time spent learning. Startups don't have, nor can they afford, any of these things. If you look at professions that train fresh graduates systematically (everything from finance to accounting to medicine) you'll note that there is an "assembly line" quality to the process.

What's lamentable is big, established engineering companies that don't train their people.

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Re:The inside story of how 382 recruiters pursued an imagina... by zem on Thursday March 07, 2013 @08:12PM (#5341545)

nope, i did this in a startup with three engineers and no budget to hire rockstars. i hired four entry-level engineers, selecting strongly for people who could learn quickly and readily adopt the best practices i wanted to train into them. it worked out very well indeed, at the cost of another two hours per day of my time for roughly six weeks. as part of the bargain, they were willing to put in extra hours learning ruby and posix apis in their own time to keep up with the training schedule.

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Re:The inside story of how 382 recruiters pursued an imagina... by warbee on Thursday March 07, 2013 @03:41PM (#5340073)

I studied Religious Studies in college, but have always loved coding (started with Basic, Pascal, C, into others) in my free time.

One of my favorite jobs early on was where the lead of the department took the time to teach the department perl. It helped frame some of the basics of web-app development for me, and ultimately helped to pave the way to exploring other technologies.

Having since moved to the bay area, I feel like this sentiment is shared, but hardly practiced. I've interviewed at a few startups, and can answer the typical fizz-buzz-baz problem. However, I feel like that potential is overlooked for someone that can hit the ground running. (Granted, there's probably a slew of other reasons for not getting an offer).

Overall, would love to be mentored and am pursuing such a relationship now with my current employer.

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Re:The inside story of how 382 recruiters pursued an imagina... by at-fates-hands on Thursday March 07, 2013 @03:06PM (#5339832)

The other great part of teaching someone is you can usually get decent talent at a lower cost, and they can learn your process and standards. I've been in a few places where devs come in and they feel like they own the place and everybody should get in line with how they code the process they feel is right.

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Re:The inside story of how 382 recruiters pursued an imagina... by marcuswestin on Thursday March 07, 2013 @02:45PM (#5339716)

We did plenty of that as well :)

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