Chris Dixon has an excellent post titled “Recruiting Programmers to Your Startup.” The post, and the comments, are full of super useful stuff that every entrepreneur should read carefully.

I sent the link for the post out to the Foundry Group CEO email list and it generated a great discussion thread, including one of the companies sharing about their full-day interview/evaluation process, which includes a four hour coding exercise.


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Chris Dixon has an excellent post titled “Recruiting Programmers to Your Startup.” The post, and the comments, are full of super useful stuff that every entrepreneur should read carefully.

I sent the link for the post out to the Foundry Group CEO email list and it generated a great discussion thread, including one of the companies sharing about their full-day interview/evaluation process, which includes a four hour coding exercise.

In the feedback was a great short list of four additional things that Niel Robertson, the CEO of Trada (and an amazing programmer in his own right) has learned over the years:

  1. Be careful who you pick to do the interviewing. You want to showcase your best engineers in the process balanced with those who are good interviewers (which can be wildly different).
  1. Have an awesome engineering process that you are pros at and can showcase in the interview. We lost a great candidate because our process was in flux and he sussed out our eng management wasn’t committed to the new way.
  1. Program with the person live. You can do this on a whiteboard or on a computer. We’re going to move to the on-a-computer version: over and over I’m hearing this is the best way to learn someone’s skills.
  1. Reference check — oh man how many times do I have to learn this lesson!

Trada, like many of the companies we’ve invested in, had spectacular growth (both revenue, customers, and headcount) in 2011. They, and others, continue to aggressively search for great software developers to join their team; when I look at the Foundry Group Jobs Page, I see well over 100 open positions for developers across our portfolio, and I know this list undercounts since not all of the companies we are investors in are listed there.

It’s an extremely tight hiring market for software developers right now. I expect this to continue for a while given the obvious supply/demand imbalance for great people. So, if you are hiring, read Chris’s post and be thoughtful about how you go about this.

Comment by FAKE GRIMLOCK
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December 2011
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