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"Analyze, design, develop, and implement complex software systems... Ensure systems adhere to standards... Collaborate with cross-functional teams..." Yawn.. This generic job description fails to capture the imagination of truly exceptional candidates. Spark engagement with a captivating narrative. Think of your job description as a mini-epic: What's the quest? What challenge are you tackling, and why is it important? Who's the villain? What obstacles do you need to overcome? Where are you in the journey? What progress has been made, and what's next? Who's the hero? Describe the ideal candidate's skills and aspirations. What are they good at? drives them? What's the reward? Not just the salary, but the growth opportunities, impact, and sense of accomplishment this role offers. #jobdescriptions #hiringstrategies

The Power of "Wide and Shallow" Hiring I shifted my hiring strategy from "Narrow and Deep" to "Wide and Shallow."  Let me explain: Narrow and Deep: An Assistant specialized in one area. Wide and Shallow: An Assistant who can handle various aspects of my daily tasks. Delegating in a "wide and shallow" way meant: >> Swiftly removing tasks from my plate as I delegated easy-to-learn ones. >> No need for prior experience in specific tools or industries. >>Emphasizing qualities like attention to detail and long-term commitment over specific skills. My work spanned all areas of my business, including admin, support, marketing, and sales. With a dynamic business environment and evolving tech tools, a single job description wouldn't cut it. What I truly needed was a "Mini-Me" who could handle the bulk of my tasks. Instead of hiring narrowly (a corporate-style approach), I embraced "wide and shallow" hiring. This strategy empowered me (and our clients) to reclaim time in all business areas. Onwards and upwards, Tim :) P.S. Ready to find your "wide and shallow" Assistant? Apply here to see if we're the right fit: https://lnkd.in/gsstGXQA

Putting more thought and pragmatism into job descriptions will get you better candidates. I mean, is there a difference in the skillset of a person with 5 and someone with 7 years of experience? #classificationspecialist #jobdescriptiondevelopment #hiring

#urgenthiring We are looking for Backend API Developer Loaction : Remote Experience : 3-6 years Job Description: As a Backend API Developer with 3-6 years of experience, you will play a crucial role in designing, developing, and maintaining robust and scalable backend APIs. Your expertise in server-side development and API design will contribute to the seamless integration of various software components and ensure the efficient flow of data between the server and client applications. You will collaborate with cross-functional teams, including front-end developers, product managers, and QA engineers, to deliver high-quality solutions that meet business requirements. Responsibilities: API Design and Development: ● Design, implement, and maintain scalable backend APIs to support various client applications. ● Ensure API security, performance, and reliability. Database Management: ● Work with databases to design efficient and optimized queries. ● Implement data models and ensure data consistency. Code Optimization and Performance: ● Identify and address performance bottlenecks in the backend system. ● Optimize code for efficiency and scalability. Integration with Front-End: ● Collaborate with front-end developers to integrate server-side logic with user interfaces. ● Ensure seamless communication between the frontend and backend components. Collaboration and Communication: ● Work closely with cross-functional teams to understand project requirements. ● Communicate effectively with team members and stakeholders. Testing and Debugging: ● Write unit tests and conduct thorough debugging to ensure the reliability of backend systems. ● Collaborate with QA engineers to identify and address bugs and issues. Documentation: ● Create and maintain technical documentation for APIs, code, and system architecture. ● Document best practices and guidelines for fellow developers. Scalability and Future-Proofing: ● Design systems that can scale with growing user bases. ● Stay updated on industry best practices and emerging technologies to contribute to the future-proofing of the backend architecture. Version Control and DevOps: ● Utilize version control systems (e.g., Git) for code management. ● Collaborate with DevOps teams to deploy and maintain applications. Qualifications: ● Bachelor's or Master's degree in Computer Science, Software Engineering, or a related field. ● Proven experience (3-6 years) in backend development and API design. ● Proficiency in Golang preferably or other backend programming languages such as Python, Java.x` ● Strong knowledge of RESTful API principles and best practices. ● Experience with database systems (e.g., SQL, NoSQL). ��� Familiarity with cloud platforms (e.g., AWS, Azure, or GCP). ● Excellent problem-solving and debugging skills. ● Strong communication and collaboration skills. Interested one can share there cv at https://hiringgo.com/jobs/ or can call me at 9818128629

HR Manager: "So, how do you handle stress?" Software Engineer: "I debug code." HR Manager: "And when that doesn't work?" Software Engineer: "I debug my debugger." HR Manager: "What about work-life balance?" Software Engineer: "I balance my work with... more code." HR Manager: "Okay, let’s try something different. How do you see yourself growing here?" Software Engineer: "Version 2.0: Now with more coffee and fewer bugs." HR Manager: "Interesting. How do you approach teamwork?" Software Engineer: "Think of me as a singleton: I work independently but occasionally collaborate through well-documented interfaces." HR Manager: "What about handling tight deadlines?" Software Engineer: "Deadlines are like servers, if one crashes, just restart and hope nobody notices." HR Manager: "How do you stay motivated?" Software Engineer: "I look forward to the day my code doesn’t need comments to be understood." HR Manager: "Lastly, where do you see yourself in five years?" Software Engineer: "Running a script to answer this question." HR Manager: "Welcome aboard, I guess!" 👨💻👨💻 #linkedin #linkedinglobal #life #experience #success #developerlife #softwareengineer #HR #humour #IT #developer #enginnering #engineer #conversation

Appropriate leveling is vital, but too many companies rely on “years of experience” or loose definitions like “moderate” & “wealth”. What does that even mean in practical terms? And the years of experience thing, does that mean that as soon as I hit the magical number that I’m performing at the next level? No, of course not. I’ve met designers who have been at it for 10 years that I wouldn’t hire into a senior role, & those who have developed the skills of a senior in FAR less due to work ethic, ingenuity, good mentorship, and drive. Focusing on years of experience as the benchmark is doing individuals, companies, & our industry a major disservice. What distinguishing factors should you use instead then? Here are a few examples: - Relationship to Direction (directs vs mentors vs is mentored) - Sphere of Influence (# of products / teams supported) - Problem Solving Maturity Level (seeks to understand problem vs solves what is asked vs explores edge cases vs pitches new opportunities etc) - Accepts work in the form of… (Tasks vs Solutions vs Problems/Goals vs Initiative level Objectives) - Achievements (Major accomplishments required that show competency in the level—rather than “years of experience”) - Competency (in core skills at level + min # elective skills) - Organizational Influence You should be able to define a rubric with how someone progresses from UX 1 to Principal/Director and beyond. Then you can use those practical skill and experience based measures to hire and promote against. There IS a natural amount of time it takes to progress from level to level. It can’t happen overnight. But it shouldn’t be about years. It should be about skills and what someone can do or has done. #CareerFrameworks #Leveling #ComparableExperience #hiring

Staff? Senior? Principal? Say WHAT?? Sometimes, I receive applications for Staff roles from candidates with 2 or 3 years of working experience. That's pretty shocking to me until I realized that the word "Staff" might not be obvious to everyone. SO. Let's talk about leveling as an Individual Contributor in the tech industry! You'll find these terms BESIDE the role you're applying for. If you're a Software Engineer, you'll see "Senior Software Engineer," "Staff Software Engineer," etc. These words give you an idea of the career development opportunities the company offers AND the level of seniority they are looking for. When a company has jobs that include "staff" or "principal," it means that you can grow as a manager AND as an individual contributor. This implies that you can be at the director level without managing people. Yes, pretty amazing, right?! This is how each term can be understood: Junior: Years of Experience: 0-2 years Individuals at the junior level are typically in the early stages of their career, often with limited professional experience. Associate: Years of Experience: 2-4 years Associates have progressed beyond the junior level and have accumulated a moderate level of experience in their field. Senior: Years of Experience: 3-7 years Senior individual contributors have a significant amount of experience, and are able to mentor more junior folks. Staff: Years of Experience: 7-10 years or more Staff members have a wealth of experience and have likely been actively contributing to their field for a substantial period. Principal: Years of Experience: 10-15 years or more Individuals at the principal level have a wealth of experience, often spanning more than a decade, and are recognized as experts in their field. Distinguished: Years of Experience: 15-20 years or more The distinguished level is typically achieved after a long and distinguished career, often with more than 15 years of experience. Professionals at this level have made significant contributions to their field. What other words and levels have you seen? These terms change A LOT depending on the field, industry, and company, so I'd love to hear from other people!

This one is really important when applying for jobs in English. Check your seniority in here:

Will you be stepping into a leadership role in the new year? A Lead Developer, Development Team Lead, or Software Engineering Manager? At some point, you'll need to scale your team. Our recent Software Developer survey revealed a key insight: Developers show a higher motivation to transition to a workplace that actively contributes to social or environmental well-being or a workplace that is involved in pioneering or innovative product/service initiatives, as opposed to being primarily motivated by a salary increase. When it's time to hire and create your job description, make sure you put yourself in the candidate's shoes. Make it easy for them to understand why they should work for you. Interested in learning more? Reach out to Kieran OConnor to access the full report 🔥 📧 koconnor@cpsgroupuk.com 📞 07458 160076 Find out more about our software recruitment solutions here: https://lnkd.in/e89UZjw8  #SoftwareDevelopment #HiringInsights #Recruitment #TechRecruitment #MarketKnowledge