Hiring the Best Talent - Speaker Deck

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Hiring the    Best Talent Jeﬀ Casimir / @j3 / turing.io

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The Big Picture

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You’re hiring or  you’re dying

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Processes & Cargo Cults

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Surprises and secrecy  are weakness

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The ideal interview is deterministic

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Mature processes are transparent

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Measuring Mindsets

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• Growth • Engagement • Agency • Empathy • Grit

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Curate a process that is…

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• Mindset-Oriented • Inclusive • Rubric-Driven • Time-Bound

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Phase 1: Prescreen

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“Just bring them out   for a week!”

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“Just see if they sound cool.”

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Using a Rubric:  Subjective towards Objective

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Conversation & rubric  anchored by your mindsets

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Growth • How do you go about learning a new technology? • What have you most worked to change about yourself in the last three years? • How will joining our team get you closer to becoming the person you want to be?

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Strength Present Weak Red Growth X Engagement X Agency X Empathy X Grit X

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Proceed if there are   at least two “strong”   and no red ﬂags

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Phase 2: Capabilities

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Performance task that models the work

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How often do you start things?

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Why test the dumbest part?

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• Functioning application • Your patterns • Your tools • Your domain

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• Check out a feature branch • Run the acceptance tests • Build the implementation • Push the branch • Submit a pull request

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Do a timed test run   and double it.

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Evaluate with a  mindset-anchored rubric

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Engagement 4: Implements and extends the requested feature 3: Implements the feature correctly 2: Implements the feature and passes the test, but has obvious bugs 1: Implementation does not pass

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Empathy 4: PR documents changes and highlights any weaknesses/uncertainties 3: PR documents the changes made 2: PR is correctly submitted but does not explain the changes 1: PR is not properly submitted

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Score Note Growth 3 Followed application patterns Engagement 3 Full implementation Agency 3 Completed on time Empathy 4 PR proposed possible alternative implementation ideas Grit 3 Commits show incremental progress

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Phase 3: Collaboration

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Live-collaboration   with a team member

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• Start with their submission • Review weaknesses • Improve existing code • Introduce new requirements • Implement and document

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Grit 4: Investigative & incremental approach to work through struggles 3: Able to work through struggles 2: Needs direct encouragement to work through struggles 1: Gives up or disengages

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Agency 4: Advocates for their needs and  checks-in with their pair 3: Advocates for their needs 2: Needs encouragement to speak up 1: Unwilling to self-advocate

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Score Note Growth 3 Able to implement ideas discussed Engagement 3 Open communication Agency 3 Advocates for their needs Empathy 4 Offers and responds to critique well Grit 4 Worked through tricky error

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Phase 4: Potential

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A developer must   understand the business

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A developer must   ask questions

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Fall in love with the problem, not the solution

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• Meet with a “vision” person • Reverse interview • Meet with tech manager • Explain their insights & potential role

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Growth 4: Identifies key growth areas along with  the beginnings of a growth plan 3: Identifies key ways they’ll need to  grow to support the team 2: Identifies vague vectors for growth 1: Extremely vague or lacking insight

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Empathy 4: Shows insight into the experience of the customer and/or team 3: Shows respect for the company, team, product, and end user 2: Shows some lack of understanding of the customer and/or team 1: Shows subtle disrespect to the history, team, or customers

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Score Note Growth 3 Showed knowledge about the company, product, and customers Engagement 4 Able to ask insightful questions with   deep follow-up Agency 3 Actively engaged in the   interview/recap process Empathy 3 Demonstrated good understanding of customer experience Grit 3 Proposes a reasonable plan for how they can contribute to the team

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Epilogue: Logistics

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• Location & Schedule • Salary & Equity • Mentoring & Pro Dev • Goals & Review Schedule

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To be continued…

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• Hire based on mindsets • Evaluate with rubrics • Secrecy < Transparency • Capabilities + Collaboration + Potential Jeﬀ Casimir / @j3 / turing.io Hiring the Best Talent