Tag Archives: Leadership

Life at a Start-up : Hiring Developers

In a previous post I said that at Buying Butler and RightIndem we have been growing quite rapidly across the board, but in this post I want to talk a little about our hiring process for developers. Hiring good people is hard and Me, and our CTO Steve Weston, have worked at many companies that have had horrible hiring processes, so we are keen to not replicate some of these other companies.

Interview Preparation

Interview Preparation

When we hire developers, and if you are due to interview with me and have landed on this post as part of your research (hello), there are 4 main things we are looking for in a developer. These are

  • Have you got the base skills to come in and be productive straight away?
  • How passionate are you about software development?
  • What is your approach to learning and picking up new skills and technologies?
  • Will you be a good cultural fit for the company?

By knowing this bit of insight you are not cheating our recruitment process, but by understanding these 4 areas you will be in a position to wow us in the interview. Lets cover these off one by one.

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Is Being a Manager Right for Me – Techorama Talk

I have just delivered a talk at the Belgium software development conference Techorama. My talk was called Is Being a Manager Right for Me. This talk is a shortened version of my First Pluralsight course called Developer to Manager.

If you want a copy of the slides, they can be found here.

Is being a manager right for me by Stephen Haunts at Techorama

Is being a manager right for me by Stephen Haunts at Techorama

The purpose of the talk is to help developer decide if being a manager s right for them. The talk sets out to set their expectations by talking about career paths, the difference between management and leadership and many core skills that a manager or leader needs.

The talk went very well and I had a good sized audience. I will do a fuller write up of the conference when I am back from the conference.

Different Perspectives : Developer to Manager

Recently a company called Plan.IO, which is a company that produces online project management software wrote a blog article about becoming a manager from a software developer background.

Developer to Manager

Developer to Manager

I was interviewed as part of this article and provided one of the perspectives out of 3. It’s an interesting ready, so I recommend heading over there. It is a subject I care a lot about as it is a jump I made my self. I wrote an article on this very subject back in 2014, and it was also the subject of my first Pluralsight course called Developer to Manager.

Practical Tips for Talking at Usergroups and Conferences Part 1

Since becoming a Pluralsight author in July 2014, I have been working toward increasing my own personal brand. Part of this has been about getting out into the programming community and talking at User groups. I did my first talk in January of this year and have since done many talks. I was initially quite nervous about public speaking but I have enjoyed the process very much and I intend to increase the amount of talks I do in 2016.

Stephen Haunts talking at the Leeds Sharp Usergroup

Stephen Haunts talking at the Leeds Sharp Usergroup

I have learnt many things along the way whilst preparing and delivering talks so I thought I would write this post to talk about what I have learnt. If you have experience in this area and also have your own tips from public speaking it would be great to hear them in the comments for this post.

I have split this into two posts. Tips for before you deliver your talk, and the actual delivery itself.

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Your Rights in the Workplace

In this article I want to cover what some of your rights are in the workplace. With this I don’t mean things like the right to regular breaks and access to coffee etc. What I mean is your professional rights when working on projects in a team, and these rights are very important if you are ever in a position of conflict with another person on your team. It is in times of conflict that rights are very important, so they are described below from that perspective.

Your Rights in the Workplace

Your Rights in the Workplace

The rights are:

  • To be treated with respect. No matter what you dispute is, you all deserve to be treated with respect no matter what the outcome is.
  • To hold my views and have them heard. You have the right to an opinion just as the other people in a conflict do, and it is all your right to express these viewpoint as long as you treat each other with respect.

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The Surprising Truth About What Motivates Us

In my post on Retaining Software Developers, I had a number of really good comments to the post. One of the comments made reference to a fantastic video about the Truth about what really motivates us.

This video is an animated short which summarises a longer video by Dan Pink. If you are a software developer or a lead of developers, then I really recommend watching this video.

Retaining Software Developers in Your Company

As a company owner or hiring manager, attracting software developers into your organisation is one challenge. You have to hook them in with a job specification and then sell your company to them in an interview as-well as gauge their technical abilities.

But once a developer starts at your company, you then have to retain them. The jobs market is quite vibrant at the moment and developers have a plentiful choice of companies to go to as a permanent or contractor developers.

Retaining Software Developers in Your Company

Retaining Software Developers in Your Company

On-boarding and training up a new developer is quite a large commitment to a company in terms of time and costs, so how do you keep a developer engaged and wanting to stay so they can be productive and give a return on your investment.

In this short article I want to share some of my thoughts and view on this, but what I would really like to happen is for you to comment on this article and give your opinion either as a developer or as a companies hiring manager.

Has your company done something else to retain staff, if so what and how well did it work? Did they try something and it didn’t work?

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