Hey there! Last week we started our three-part series on how to hire engineers, talking about my favorite hiring principles.
As a recap, they are:
🚀 Hire as a last resort — address systemic issues and improve productivity before adding headcount.
🔄 Balance team composition — mix junior and senior roles to improve processes, optimize costs, and match work to experience so that everyone is always challenged, regardless of their level.
🎨 Embrace diversity — build teams that reflect your user base to enhance decision-making and product quality.
So, this week I am bringing in my friend Dana Lawson to continue the conversation and explore the developer experience of hiring, from first touch to onboarding, and why this matters to your company culture. Dana is CTO at Netlify and former VP of Engineering at Github, so she knows a thing or two about developer experience!
Finally, next week we will close the loop with a deep dive into how to interview engineers, with plenty of examples and real-world stories from the community.
Hey, Dana here! A tale as old as time — how do you find the right people to join your journey, and how do you allow them to add immediate impact to your business and culture?
In this article we are going to cover how you can supercharge the developer experience of your hiring process — from your job description all the way through to the first production ship of your new hires! 🚢
Here is what we will cover:
📋 Job description — what your job description says about your company, your culture, and what to expect from your future engineers. Let’s wow them before they even apply!
🎒 Onboarding — how to enable new hires drive impact in the first week and how to speed-run building workplace relationships.
⚒️ Tooling — how to apply an engineering mindset to onboarding and codify the process to help your engineers ship in week one!
📊 Metrics — Hiring cycle time, onboarding goals, and following up for sentiment with surveys and check-ins.
Let’s dive in!