• Oracle and Compendium: Another Indianapolis-based center of development talent gets acquired. Just run a find-and-replace on this post of mine from when Exact Target was acquired to see how you can turn that to your advantage as a hiring manager or recruiter.

  • A Flexible Framework for Leveling Software Engineers: A nice breakdown of how to think about traditional hierarchical job titles/descriptions among engineers. The thought process also closely manages my current philosophy, though we have an extra level in there at the moment (Lead).

  • The anatomy of the perfect technical interview from a former Amazon VP: You need to shift through some BS here and there, but this look at interviewing candidates has some good bits: “You want to hire people who are smart, that get stuff done and have the functional set of skills you need for the role,” most notably. Admittedly, I don’t do technical interviews anymore; entirely because I do my research ahead of time. Essentially, if you get to an interview, I already have a pretty good idea that you’ve passed that technical skill bar (which is also typically lower than you think).

  • Using Trello to manage a large number of applicants: Trello is a nifty web app that makes it kind of a Swiss Army knife of tools. This example walks through using the app to keep track of a slew of applicants for a position.

  • If Carpenters Were Hired Like Programmers: The other problem with most technical interviews. You want people who can learn and adapt, not someone who simply checks all your highly specific boxes.

  • The Unexpectedly High Cost of a Bad Hire: The tips at the end are in a descending quality order: The first one’s spot-on, the last one is bullshit.

  • https://github.com/ruby-jokes/job_interview: If you do have to do a technical interview, consider this a nice little cheat sheet for you Ruby folks out there.