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We've dropped so many updates lately that it's making our heads spin! So here is another recap of what we have going on for our community to check out! First off, our main goal is to develop our platform where it can be a one-stop shop for all things hiring/job search. And we are absolutely heading in that direction! 1. If you are a developer, we have opened up our job portion of our platform so that you can apply to any job you are a fit for as long as your profile in our system is 100% complete. Reminder: We take developers from all around the world!! 2. If you are a hiring manager, you now have the ability to source engineers yourself directly from our platform. You can plug in a variety of parameters to narrow down what you are looking for! 3. We just launched a pretty sweet feature for hiring managers called GunAI. This tool allows you to copy/paste the job description that you are hiring for, and it automatically pulls data from the JD and matches with candidates that are fit on our platform! So ya...lots going on!!

Answer: In a previous Java development project, I encountered a situation that demanded adjustments to successfully complete the task. The project involved creating an e-commerce platform for a growing online retailer. Initially, we adopted a waterfall development approach, with a detailed plan and fixed requirements. However, as we progressed, the client's business needs evolved, requiring frequent changes and updates. It became evident that the rigid waterfall model was impeding progress. To address this challenge, we decided to transition to an Agile development methodology. We restructured the project into sprints, allowing us to deliver incremental updates and obtain continuous feedback from the client. This approach facilitated rapid adaptation to changing requirements, improving collaboration among team members. Additionally, we integrated DevOps practices into our workflow, enabling continuous integration and automated testing. This helped identify and resolve issues more efficiently, ensuring a stable and reliable application. Though we faced some initial resistance to the change, the benefits of Agile quickly became apparent. The project progressed more smoothly, and the client expressed greater satisfaction with the ongoing collaboration. In conclusion, the experience taught me the value of adaptability in software development. The ability to adjust approaches and methodologies based on project dynamics is essential for successful project completion and client satisfaction. #jobs #hiring #cv #resume #javadeveloperjobs #lookingforjob #resumetips

I find certain phrases in job posts quite cliched and hilarious - "Looking for passionate developers..", "Join a dynamic team", "Fast-paced work environment", "Competitive salary and benefits", etc. 🤣🤣 What do these actually mean❔ "𝐋𝐨𝐨𝐤𝐢𝐧𝐠 𝐟𝐨𝐫 𝐩𝐚𝐬𝐬𝐢𝐨𝐧𝐚𝐭𝐞 𝐝𝐞𝐯𝐞𝐥𝐨𝐩𝐞𝐫𝐬" 🥸 𝑾𝒉𝒂𝒕 𝒊𝒕 𝒂𝒄𝒕𝒖𝒂𝒍𝒍𝒚 𝒎𝒆𝒂𝒏𝒔 - We want you to clear an interview process designed to filter out the truly passionate developers and instead hire people who have been preparing for interviews for the past few months. Then we will give them donkey work which will frustrate them and they will quit in a few months. "𝐉𝐨𝐢𝐧 𝐚 𝐝𝐲𝐧𝐚𝐦𝐢𝐜 𝐭𝐞𝐚𝐦" 😵 𝑾𝒉𝒂𝒕 𝒊𝒕 𝒂𝒄𝒕𝒖𝒂𝒍𝒍𝒚 𝒎𝒆𝒂𝒏𝒔 - The team is one size too large. We have people spending more time giving status reports than doing any meaningful development work. We have star performers and Managers with huge egos that must be satisfied so that the team can appear dynamic, bombastic and hyperdriven to deliver value to customers. "𝐅𝐚𝐬𝐭-𝐩𝐚𝐜𝐞𝐝 𝐰𝐨𝐫𝐤 𝐞𝐧𝐯𝐢𝐫𝐨𝐧𝐦𝐞𝐧𝐭" 😨 𝑾𝒉𝒂𝒕 𝒊𝒕 𝒂𝒄𝒕𝒖𝒂𝒍𝒍𝒚 𝒎𝒆𝒂𝒏𝒔 - We run around like headless chickens, moving targets and people around to make it look tougher than it really is. The customer doesn't know what they want, we don't know what they want but we are passionate about building shit till it sticks. "𝐂𝐨𝐦𝐩𝐞𝐭𝐢𝐭𝐢𝐯𝐞 𝐬𝐚𝐥𝐚𝐫𝐲 𝐚𝐧𝐝 𝐛𝐞𝐧𝐞𝐟𝐢𝐭𝐬" ☠️ 𝑾𝒉𝒂𝒕 𝒊𝒕 𝒂𝒄𝒕𝒖𝒂𝒍𝒍𝒚 𝒎𝒆𝒂𝒏𝒔 - We pay enough for you to imagine you will be a millionaire within a few months. In actuality we pay enough so that you can afford a couple of vacations abroad every year and pay your kid's school fees. "𝐂𝐨𝐦𝐦𝐢𝐭𝐦𝐞𝐧𝐭 𝐭𝐨 𝐝𝐢𝐯𝐞𝐫𝐬𝐢𝐭𝐲 𝐚𝐧𝐝 𝐢𝐧𝐜𝐥𝐮𝐬𝐢𝐨𝐧" 🤢 𝑾𝒉𝒂𝒕 𝒊𝒕 𝒂𝒄𝒕𝒖𝒂𝒍𝒍𝒚 𝒎𝒆𝒂𝒏𝒔 - We hire according to yearly quotas. hiring should be a tick in the box and doesn't necessarily have to ensure that you hire the right people for the right job. Agenda and annual reports are more important to us than employee and customer satisfaction.

What about test tasks for Software Developers? ⚙️ I would like to share my opinion about test tasks in the IT field. In general, whether to give a test is a hot topic in recruitment. Candidates rarely like them so the test tasks can reduce the already small pipeline of candidates for a position. If the latter is your goal, use an additional test 🙃 However, follow the basic rules: 📎 The test task should take up to 2-6 hours. If it is bigger, it should be paid for (at least nominally). 📎 Clearly describe tasks and expectations from candidates: settle in advance on what criteria you will choose candidates, how quickly you will give them feedback, and in what format. 📎 Give one task to all candidates. It sounds basic, but some managers give several variations of test tasks and cannot compare the results of candidates with each other. 📌 How to choose the format and topic for the test? Of course, everything depends on your tasks and the specifics of the position. If you are looking for a junior, the task of knowledge of data structure and algorithms is okay. However, senior-level candidates will not understand you. Usually, companies give tests to Middle+ developers, focusing on the current product and position specifics. For Frontend Devs test tasks can look like creating a simple front end for the client's product. For example, in eCommerce, you may be asked to design a visualization of the shopping cart and the order page. Desktop developers may be asked to create an uncomplicated calculator, etc. And what about the experience at your company? Are test tasks given often or only as exceptions? Share your thoughts!

I recently interviewed for a Lead Engineer position at a large company. For my system design interview, I wasn't sure what I would be asked so I couldn't prepare properly. I got rejected but there's knowledge which I can share with you guys from my experience. Now that my interview is done, i'll share the questions which I got asked so it could help one of you guys interviewing for senior positions. All these questions are very open ended and may have a simple answer. But the whole point of the system design interview at a large company is to assess how a 'senior' engineer would go about these problems in minute details. Make sure you talk at length over these topics. Discuss advantages and disadvantages of each approach. Here is the questions I got asked, 1. How to convert a monolith app to microservices architecture. What steps would you take? 2. Advantage of microservices architecture 3. If your ordering service is down on ecom website. What steps would you take to ensure your users continue placing orders. What would you show on the order page if ur page is down 4. If a stake holder wants many features in a short time, what's ur response as a team lead 5. What steps would you take to ensure your successors in the company can continue ur work seamlessly 6. How would you design a distributed database architecture for an application to ensure its read/write speed is optimal? 7. How do you deal with legacy code? How would you go about upgrading it overtime and what steps would you take? 8. If you have a new idea related to the architecture during the middle of the project. What steps would u take?

Q: How can I keep developers happy and reduce turnover? A: Here are key strategies to improve developer retention: 1. Hire for Fit: Find developers who align with your company culture. 2. Streamline Onboarding: Provide clear information and avoid wasting time clarifying basic details. 3. Gradual Integration: Involve new developers progressively to prevent overwhelm. 4. Empowerment & Growth: Encourage developers to share ideas and participate in decision-making. Invest in their upskilling through training and professional development. 5. Regular Feedback: Provide constructive feedback and performance reviews. 6. Maintain Work-Life Balance: Ensure developers have time to rest and avoid burnout. We can add value by helping you to: 1. Access highly skilled but hard to find talent 2. Implement and scale-up development, migration, integrations and operations 3. Drive innovation and efficiency 4. Reduce your manpower costs and management time Get in contact with us now: Web: https://rebrand.ly/genesIT Tel. +61 (02) 8977 7517 #technology #engineering #developer #software

Understanding Software Technical Tests: Why Developers Drop Out Technical tests are essential for hiring developers, but challenges can lead to dropouts: 1️⃣ Complexity Overload: Tests should be relevant and realistic, not overly complex. 2️⃣ Time Constraints: Flexible deadlines can accommodate busy schedules. 3️⃣ Lack of Context: Clear instructions and real-world scenarios are crucial. 4️⃣ One-Size-Fits-All Approach: Tailor tests to match candidates' skills and experience. 5️⃣ Unresponsive Process: Maintain transparent communication and timely feedback. #TechRecruitment #DeveloperExperience #HRBestPractices #NextPhase Share your insights on technical tests below and what you think should or shouldn't be included.

Staff augmentation is like boosting your team with skilled specialists for a specific project. Technically, it's a type of outsourcing where you hire additional staff through a company instead of directly recruiting them yourself. These specialists can fill skill gaps or handle workload spikes in your team. Software Example: Let's say your company is developing a new mobile app. Your in-house team has strong developers but might lack a specialist in a particular programming language needed for a specific feature. Through staff augmentation, you could hire a developer with that specific language expertise to join your project for a set period (short-term) or until the feature is complete (long-term). This way, you get the expertise you need without going through a full-time recruitment process. Here's a breakdown: In-house team: Existing developers with general skills. Skill gap: Expertise in a specific programming language. Staff augmentation: Hiring a developer with that specific language expertise to work alongside your team. Benefit: faster development and completion of the mobile app feature.

Functional

In this post, as promised, I'll share my recent hiring experience – one that ended up costing me four stressful and frustrating weeks. Don't worry, I will use placeholder names, I don't want to start a war! My goal is to raise awareness and hopefully nudge those involved to reflect on the situation. As a seasoned UI Developer with 14 years of contracting experience, I became available in late March. A recruiter named David connected me with a small, ambitious finance company. They had impressive back-end technology, but the UI needed work. I had other leads at the time, including a promising one in finance, but this company was incredibly fast. Three interviews with three people in three days! The discussions were fascinating – a great mix of intellectual challenge and visionary exchange. My first interviewer, Ryan, the outgoing CIO, was an awesome guy. He explained his approach of getting companies started with technology, and how he'd done the same for this company. Mark, who interviewed me on the third day, was slated to replace him. I really liked Ryan's sincerity and how he took the time to explain their approach with market stakeholders. He clearly enjoyed our conversation, and I was called in for the next round of interviews the following day. Next came Simon, the engineering lead, over video chat. He put me through the wringer for about an hour with a technical deep-dive into UI development. It was challenging, but in a good way! We had a good exchange – like talking to someone who spoke my language. We immediately connected, and I was impressed by his calm demeanour. In fact, our conversation even prompted me to revisit some of my past tech stack choices to refresh my memory and consider his points. He seemed happy with the interview too, and I was scheduled for my final chat the next day. This time, I met Mark, the new CIO and an industry veteran – apparently the brains behind some leading investment banking products. Our conversation confirmed his ability to read a situation and make things happen. He questioned the gaps between my contracts, which were a mix of intentional breaks for recharging and exploring new tech, attempts at new product development, and even a couple of retracted offers like this one was going to be! Let's just say I haven't exactly been the best at leveraging my vast experience to secure multiple contract options when I'm available. A few hours later, David, the recruiter, emailed with an offer! It was 5th April. I'd be the Lead UI Engineer, leading a team of senior developers with generalist full-stack skills. My role was to bring UI expertise to the team with additional hires as we went along. Onboarding would take a few days, with a tentative start date of 15th April. Excited and committed, I even cancelled my other interviews – it felt wrong to keep conversations going that would waste everyone's time. Everything seemed positive... but that's where things took a turn. Stay tuned for Part 2!