Halp! I'm looking for assistance writing a job description for a senior developer
Dear IH community, I'm looking for assistance writing a job description for a Senior Developer and CTO role.
I have an idea of names an acronyms of what we use, but no idea how to write the position description and articulate the languages, stack, tools etc.
Is there anyone out there that can help or send examples?
I just (soft) launched http://how-to-hire-developers.com/ a few days ago. Feel free to hit me up if it doesn't cover what you're looking for!
EDIT: Now that I think about it, this is a great opportunity for me as well. I called the launch "soft" because I hadn't started promoting the site yet. It's very much a rough draft. There are some broken links, some missing info. The whole thing is a bit too dry. Please let me know your thoughts on how I can improve it.
This is really insightful and should have obvious to me! thanks!
This is a really great resource! thank-you!
Glad you appreciated it! Hit me up if I can be of help.
An idea: it might make your job description more interesting and less mind-numbing to read than a standard one if you put your stack on one of the share-your-stack websites and link to that. And it will provide a bit of web traffic too. For example, here's how mine looks:
https://stackshare.io/hostedmetrics/hostedmetrics
https://siftery.com/company/hostedmetrics-1
Regarding the person, tech can be learned quickly at the senior engineer and CTO levels. It's the individual's motivation you have to ponder carefully.
I'd focus on the technical challenges and not the languages, stack and tools. If they're the CTO, most of that should be something they can ramp up on quickly. I've seen it happen personally with a CTO who joined an iOS platform company after having sold 2 startups previously. He had zero Objective C/Cocoa experience upon joining and was arguably the most productive on the team, even in low-level implementation work, within months. Senior devs do that. Now he's CTO of a blockchain startup.
On the other hand, it really is a big deal how large the company is, whether the role is more hands-on technical work or management, what kinds of roles they need to have succeeded at in the past, etc...
Very interesting and important insight, something that is often missed in job postings and interviews. When a candidate is capable and has a learning mindset it doesn't matter that he might not have the knowledge required right off the bat, he can learn and apply it very quickly. The key is to hire and look for intelligent and motivated people.
Yes, and the more senior the candidate the more true this is.
This comment was deleted 8 years ago