Download Read Smart and Gets Things Done Joel Spolsky's Concise Guide to Finding the Best Technical Talent – thetributepages.co.uk



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  1. says: Download Read Smart and Gets Things Done Joel Spolsky's Concise Guide to Finding the Best Technical Talent – thetributepages.co.uk

    Download Read Smart and Gets Things Done Joel Spolsky's Concise Guide to Finding the Best Technical Talent – thetributepages.co.uk This is a very uick read on how to hire programmers It's full of insights and interesting thoughts from someone who has been

  2. says: Download Read Smart and Gets Things Done Joel Spolsky's Concise Guide to Finding the Best Technical Talent – thetributepages.co.uk review ë PDF, eBook or Kindle ePUB × Joel Spolsky Joel Spolsky × 6 Download

    Free download Smart and Gets Things Done Joel Spolsky's Concise Guide to Finding the Best Technical Talent Download Read Smart and Gets Things Done Joel Spolsky's Concise Guide to Finding the Best Technical Talent – thetributepages.co.uk Joel Spolsky × 6 Download This book is a guide to hiring developers using humiliating techniues that are wildly common today but hopefully die soon Making a candidate write code on paper Whiteboard interviews Asking uncomfortablestressful uestions to see how a candidate deals with them basically sadism Dividing people in smart and dumb Assuming that some people cannot be good programmers according to Joel you're bad if you don't unders

  3. says: Free download Smart and Gets Things Done Joel Spolsky's Concise Guide to Finding the Best Technical Talent Joel Spolsky × 6 Download review ë PDF, eBook or Kindle ePUB × Joel Spolsky

    Download Read Smart and Gets Things Done Joel Spolsky's Concise Guide to Finding the Best Technical Talent – thetributepages.co.uk Joel Spolsky × 6 Download review ë PDF, eBook or Kindle ePUB × Joel Spolsky A little outdated and a lot of condescension There are some useful tips but others I feel were just wrong There is weird stuff about how programmers talking about Olog n is using jargon What comes off in the book is that Spolsky is

  4. says: Download Read Smart and Gets Things Done Joel Spolsky's Concise Guide to Finding the Best Technical Talent – thetributepages.co.uk review ë PDF, eBook or Kindle ePUB × Joel Spolsky

    Download Read Smart and Gets Things Done Joel Spolsky's Concise Guide to Finding the Best Technical Talent – thetributepages.co.uk Smart and Gets Things Done 2007 by Joel Spolsky is Spolsky's guide to hiring good programmers and setting things up so they can work best Joel on Software was for a number of years in the 2000s a well read software engineering blog Spolsky worked for Microsoft then founded Fog Creek software that made a bug tracker and t

  5. says: Download Read Smart and Gets Things Done Joel Spolsky's Concise Guide to Finding the Best Technical Talent – thetributepages.co.uk

    Download Read Smart and Gets Things Done Joel Spolsky's Concise Guide to Finding the Best Technical Talent – thetributepages.co.uk I had some problem about interviewing people and also how actually other people manage their teams This book is like a treasure and that's not very controversial It's hard to understate such a big impact this book has on me I like it very much

  6. says: Free download Smart and Gets Things Done Joel Spolsky's Concise Guide to Finding the Best Technical Talent Download Read Smart and Gets Things Done Joel Spolsky's Concise Guide to Finding the Best Technical Talent – thetributepages.co.uk

    Download Read Smart and Gets Things Done Joel Spolsky's Concise Guide to Finding the Best Technical Talent – thetributepages.co.uk review ë PDF, eBook or Kindle ePUB × Joel Spolsky Joel Spolsky × 6 Download Joel is one of the best guys on the internet if you want to have read about software business and this book follow the same ualityThin

  7. says: Joel Spolsky × 6 Download Download Read Smart and Gets Things Done Joel Spolsky's Concise Guide to Finding the Best Technical Talent – thetributepages.co.uk

    Joel Spolsky × 6 Download review ë PDF, eBook or Kindle ePUB × Joel Spolsky Download Read Smart and Gets Things Done Joel Spolsky's Concise Guide to Finding the Best Technical Talent – thetributepages.co.uk This book proposed that if you have the Best Working Conditions you get the Best Programmers to develop the Best Software which results in Profi

  8. says: review ë PDF, eBook or Kindle ePUB × Joel Spolsky Download Read Smart and Gets Things Done Joel Spolsky's Concise Guide to Finding the Best Technical Talent – thetributepages.co.uk Joel Spolsky × 6 Download

    review ë PDF, eBook or Kindle ePUB × Joel Spolsky Download Read Smart and Gets Things Done Joel Spolsky's Concise Guide to Finding the Best Technical Talent – thetributepages.co.uk Joel Spolsky × 6 Download Don't know what the idea behind the formatting of the book is The extra extra wide margins and the huge font are probably

  9. says: Free download Smart and Gets Things Done Joel Spolsky's Concise Guide to Finding the Best Technical Talent Download Read Smart and Gets Things Done Joel Spolsky's Concise Guide to Finding the Best Technical Talent – thetributepages.co.uk review ë PDF, eBook or Kindle ePUB × Joel Spolsky

    Free download Smart and Gets Things Done Joel Spolsky's Concise Guide to Finding the Best Technical Talent review ë PDF, eBook or Kindle ePUB × Joel Spolsky Joel Spolsky × 6 Download The one thing that this book taught me for sure is that I wouldn't ever get a job at Fog Creek author's company ; The book is from 2007 which means it is pretty old as for software development world standards and some of the advice is deprecated However I found most of the stuff at least enjoyable and informative It is probably one single book that virtually every HR person and manager that would like to hire developers should re

  10. says: Download Read Smart and Gets Things Done Joel Spolsky's Concise Guide to Finding the Best Technical Talent – thetributepages.co.uk

    Download Read Smart and Gets Things Done Joel Spolsky's Concise Guide to Finding the Best Technical Talent – thetributepages.co.uk Joel Spolsky × 6 Download Free download Smart and Gets Things Done Joel Spolsky's Concise Guide to Finding the Best Technical Talent My expectations were uite different for that book When I read Smart and gets things done I was like Cool I will learn a way to judge which people are smart and will work hard Nothing of the sort The book shows you the most e

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Phoebe’s Fair Valentine (Oh. My. Gods., hLy fair they will be surprisingly low on their list of considerations Offeringigh salaries is a surprisingly ineffective tool in overcoming problemsResumes filtering Be selective about The Ground beneath her Feet how we advertise jobs to limit the amount of poor CVs Use a strictly objective system of reviewing and sorting them this is not a filtering criteria it is just to sort a big pile of CVs to find candidates who are most likely to be suitable so they get interviewed first Passion Jobs with computers or experience programming going back to a very early age People who love programming often work on their own programming projects or contribute to an open source project in their spare time Sometimes certain programming languages or technologies indicate evidence of someone who loves to explore new technologies Pickiness Specific covering letter to the company a custom cover letter is a sign that if we do make this candidate an offer they re likely to accept it programmers who can communicate their ideas clearly so neat well structured and gramatically correct CVs Brains Math camp programming competitons etc Selectivity Have they been through a rigorous review process before either for Uni or another company Hard core Some development work is justarder than others if they Killer Pancake / The Cereal Murders have thearder work then they stand out Diversity Trying to bring new ideas into the team to break people out of group think and their own echo chamber Great developers are likely to Lo Que la Reina Quiere (Sexys Cuentos de Hadas Al Revés nº 1) have enough options of places to work that any extraoops will put them off bothering to apply Any technology you know right now might be out of date in a year you are looking for people who pick things up uickly and can learn new things so don t filter CVs on key wordsPhone Interview Get the candidate to describe their career William Gibson history and basically tell me about themselves Looking for Technology How did they do things What was their role CV validation Politics How the candidateandles challenges Looking for people who got things done even in the face of opposition I m looking for people who challenged the status uo who overcame objections and who made things Nancy Drake happen Whose idea was it Who convinced whom Who did what Did it work out Why not Get the candidate to solve a technical problem This should take something the candidate is familiar with but are unlikely toave implemented themselves The aim is to look at their approach rather than getting them to speak code over the phone Get the candidate to ask uestions about the company This shows if they Bandbox have done any research and what they are interested inInterviewing 6 interviewers at least 5 peers not managers If two people would reject the candidate end the interview at that point Don t interview multiple people at once There are three catorgories Nos Maybes neverire maybes Superstars Hire but not for my team is a no Everglades (Doc Ford Mystery, hire I m a little concerned about is a noire Perhaps is a no Kicking It (Alex Craft, hire It is much much better to reject a good candidate thanire a bad one Look for people who are Smart and Get things done Bad interviwers Interviewers who just talk the entire time People who are just looking for trivia eg What s the difference between varchar and varchar2 in Oracle 8i smart does not mean knows trivia aptitude is important Any skill set will be out of date in a couple of years Good practice Know as little as you can about the candidate in advance so it does not bias your opinion don t listen to recruiters opinions don t ask around about the person before you interview them never talk to the other interviewers about the candidate until you ve both made your decisions independently This provides the least amount of bias for or against the candidate Good candidates are passionate they might be passionate in favor or against but passion is key Bad candidates just don t be passionate in favor or against but passion is key bad candidates against but passion is key Bad candidates don t can explain what they Homeport have done in a way a normal look for signs of leadershipow Sapphamire (Dragons of Dragonose have they pushed forward to get things done write code and discuss it pointers recursion data structures ask them to find bugs in their code even in the unlikely event there are none to seeow they approach it Even if they are a bad candidate you want them to like your company and go away with a positive impression Don t ask uestions such as are away with a positive impression Don t ask uestions such as are married The Donovan Legacy (Donovans have kids etc even in a conversational way as this adds nothing and the candidate might feel thisas been used against them which is likely illegal Back of the envelope uestions eg How many piano tuners are there etc are a good way to provoke a conversation Do feedback instantly before you forget about the candidate If 4 or 5 people think this person is worth Breaking Down (The Garage, hiring then you likely won t go wrong If you doave to say no to someone do it uickly and respectfully Great people are much much valuable than average people three to ten times as productive costing 20% or 30% Teams Why don t they work performance measurements and incentives devastatingly ineffective Remove the parts which are not working Anonymous peer ranking with the options Great developer Needs specific improvements Hopeless Firing poor performers can increase moral because poor performers are taking time away from the good performers If you can t fire them move under performers to a place where they can t cause any impact Putting in things which do work Three approaches to leadership The Command and Control Method Tell people what to do and tell them off if they don t do it Disadvantages for developers Smart people rebel against doing what they are told without good reasoning Micromanaging would reuire a uge amount of managers to micromanage everything That or you it and run not seeing the conseuences of your decisions The management ave the least knowledge so are ill placed to make decisions The Econ 101 Method Give them financial rewards and punishments to create incentives aka replaces intrinsic motivation with extrinsic motivation When you stop paying the bonus or when they decide they don t care that much about the money they no longer think that they care even though they might ave cared before you started giving them a bonus for it They ll find some way to optimize for the specific thing you re paying them without actually achieving the thing you really want You re encouraging developers to game the system You can t abdicate your responsibility to train your people by bribing them The Identity Method Make people identify with the goals you re trying to achieve The Identity Method is a way to create intrinsic motivation Make a point of of eating lunch with my coworkers It s Passionate Kisses Boxed Set hard to understate what a big impact thisas on making the company feel like a family in the good way by sharing information people will do the right thing The one thing that this book taught me for sure is that I wouldn t ever get a job at Fog Creek author s company The book is from 2007 which means it is pretty old as for software development world standards and some of the advice is deprecated However I found most of the stuff at least enjoyable and informative It is probably one single book that virtually every HR person and manager that would like to Destiny and Power hire developers. O founder of Fog Creek Software for recruiting the best developers in the worldIf you've ever wondered what you should be looking for in a resume if you've ever struggled to decide whether toire someone at the end of an interview or if you're wondering why you can't find great programmers stop everything and read this book. This book is a guide to My Rocky Romance Diary (Diaries of Kelly Ann, hiring developers usingumiliating techniues that are wildly common today but The Café Book hopefully die soon Making a candidate write code on paper Whiteboard interviews Asking uncomfortablestressful uestions to seeow a candidate deals with them basically sadism Dividing people in smart and dumb Assuming that some people cannot be good programmers according to Joel you re bad if you don t understand recursion or pointers well Sending a candidate through 5 6 interview rounds a day Boasting about fancy offices parties limos and other cheap crap etcThe book is written from the position of a rockstar developer who created a popular rockstar company where only the privileged talented and gifted people are allowed to work basically those who can write a compiler on a napkin using Haskell and understand pointersThe book is polarized full of prejudice Nothing is said about psychology impostors different personalities and treating people well Overconfident rockstars assessors who think they are 10x productive than others and Lord John And The Brotherhood Of The Blade (Lord John Grey, hitting theigh notes freuently choose new bros into the privileged closed clubThere were good parts about unting new grads and some non iring Models Dont Eat Chocolate Cookies hints that you can learn from DeMarco s Peopleware and Brooks Mythical Man Month Otherwise use practices described in this book at your own peril This book isarmful to the software industry Smart and Gets Things Done 2007 by Joel Spolsky is Spolsky s guide to iring good programmers and setting things up so they can work best Joel on Software was for a number of years in the 2000s a well read software engineering blog Spolsky worked for Microsoft then founded Fog Creek software that made a bug tracker and then went on to co found the incredibly useful Stack Exchange site The book is mainly about iring and Spolsky describes Shalias Diary (Shalias Diary, howe Scruples Two hires andow What Janie Found (Janie Johnson, he thinks you shouldire Spolsky says that companies should Carl Hiaasen Collection hire the best after phone screens code writing in interviews and careful checks and then pay them very well and put coders in offices The advice is all fairly solid the issue being that it s solid for a company that is able to pay well and give top software engineers what they want There is little consideration given to companies that can t pay that well but still need someone to work on their code Something that is interesting about the book now is that it predates the massive growth of the Agile movement and also some modern tools like Continuous Integration Continuous Deployment and DevOps This doesn t take much away from the book but does showow things Silver Tower / Strike Force / Shadow Command have moved on Smart and Gets Things done isn t a great book but it is a good one and a book thatas uite a few useful tips for anyone involved in Explosive Acts hiring Joel is one of the best guys on the internet if you want toave read about software business and this book follow the same ualityThings change fast in software The book was wrote before the Continuous Delivery got on the mouth of everybody so the author tells about CI practices without mentioning it I m not criticizing it contrariwise I believe the author Shadowbridge (Shadowbridge, have merits in elaborating practices before all the movement start Don t know what the idea behind the formatting of the book is The extra extra wide margins and theuge font are probably to make the book at least thick enough to be seen as a book rather than the booklet it is As for the content it starts off like any good self elp guru autobiography by making statements that most people would agree on so as to make the reader think Oh That s true Like saying that ergonomic chairs are ergonomic and then breaking down the cost over the number of toilet papers that can be bought from that money Simple stuff And moving on to making proclamations after thisMost of the stuff is self contradictory with explicit disclaimers that it worked for the author but it might not work for others Actually we can t say with any degree of certainty that those specifics were what went right Statistically speaking it was probably many things that were not noticed that brought the success The self contradiction is so much as TO MAKE ALL ADVICE USELESS AND IS EASY TO make all advice useless and is easy to in every section and across sections if you don t just read everything in the narrow context of the page In short if I ad a reading list that I could give to my past self to make sure that I read those books at least once I would not put this book on it My expectations were uite different for that book When I read Smart and gets things done I was like Cool I will learn a way to judge which people are smart and will work ard Nothing of the sort The book shows you the most extensive practices to ire the best 000001% of programmers Yeah thanks for that I mean it s good to know and strive for it but unfortunately not a lot of companies can do that just because it s not always up to the employeesIt s still a good book but probably the title Two Reels And A Crank has a context that one is not necessarily aware of This is a very uick read onow to Queens Gambit (The Tudor Trilogy, hire programmers It s full of insights and interesting thoughts from someone whoas been in the trenches of being a programmer and iring programmers for years who as succeeded at both tasks and who The Camping Cookbook has thought deeply about why Heas great points on Absalom, Absalom! how to find programmersint job boards don t work and ow to build an environment where programmers can be productive For those reasons it s worth reading However while I respect Spolsky and ave followed Black Stone his blog for years I don t agree with a number of key points in the book Spolsky makes most ofis arguments about iring as If They Are Scientific Facts Whereas Most Of What He they are scientific facts whereas most of what e actually consists of anecdotes correlations and guesses For example when No Way Down he makes the claim that interview uestions about pointers can be used to distinguish between good programmers and great programmerse Pulled Thread Embroidery has nothing but anecdotal evidence to back that up It s entirely possible that the programmerse rejected who failed English Humour for Beginners his pointers interview uestion would ve actually been great employees Without a controlled experiment we don t really know Obviously I don t expect Spolsky to be spendingis time on controlled scientific experiments but I do expect Absolutely on Music him to presentis stances as conjectures rather than absolute truths The sad truth about The Ransom of Mercy Carter hiring is that we all suck at it and not acknowledging that does a lot ofarm to this industry As an example of the Gone for Good harm this trust me I know what I m doing attitude canave is Spolsky s claim that programming ability such as understanding pointers is innate and cannot be taught I call BS on that No one is born understanding pointers And if a large percentage of people can t learn pointers my guess is that Lallieva (Alice Allevi, has to do with the ability of the teachers than of the students But that s just my guess and I prefer to label it as such Spolsky presents it as aard fact The either you ave it or you don t fixed mindset is IMO armful to the software industry We need to encourage people to take up programming rather than scaring them away because they might British Society Since 1945 have been born a muggle Sposky recommends white board coding I would argue thi. A guide to attracting recruiting interviewing andiring the best technical talentA comprehensive system for iring top notch technical employees Packed with useful information and specific advice written in a breezy umorous style Learn ow to find great people and get them to work for you in an afternoonThe top software de. .


S is a orrifically ineffective way to evaluate programmers that this industry should Turning the Tide of Battle have abandoned long ago Working on artificial problems from CS 101 that can fit in a 45 minute slot writing code byand with no compiler no syntax checking no auto complete no Google or StackOverflow yes every programmer uses these constantly while coding no libraries no ability to incrementally buildrun the code no uiet time to do thinking instead speak all your thoughts out loud because that s totally natural and a ridiculous pressure to prematurely optimize the shit out of a tiny piece of code is NOT my idea of an effective interview process A book like this recommending it as a best practice does I Curse the River of Time harm to the industryIn short if you re going toire programmers it s worth reading this book but don t take it as gospelAs always some of my favorite uotes from the book Duplication of software is free That means the cost of programmers is spread out over all the copies of the software you sell With software you can improve uality without adding to the incremental cost of each unit sold Essentially design adds value faster than it adds costThe real trouble with using a lot of mediocre programmers instead of a couple of good ones is that no matter Once I Was a Princess how long they work they never produce something as good as what the great programmers can produce Five Antonio Salieris won t produce Mozart s Reuiem Ever Not if they work for 100 yearsIt s not just a matter of 10 times productive It s that the average productive developer neverits the Court the Night (Blood Bonds, high notes that make great softwareThe great software developers indeed the best people in every field are uite simply never on the market The corollary of that rule the rule that the great people are never on the market is that the bad people the seriously unualified are on the market uite a lotWhen a programmer complains about politics they mean very precisely any situation in which personal considerations outweigh technical considerations Nothing is infuriating than when a developer is told to use a certain programming language not the best one for the task atand because the boss likes it Nothing is maddening than when people are promoted because of their ability to network rather than being promoted strictly on merit Nothing is aggravating to a developer than being forced to do something that is technically inferior because someone Greed, Seeds and Slavery higher than them in the organization or someone better connected insists on itIn aigh tech company the individual contributors always Demons, Deliverance, Discernment have information than the leaders so they are really in the best position to make decisions When the boss wanders into an office where two developersave been arguing for two ours about the best way to compress an image the person with the least information is the boss so that s the last person you d want making a technical decisionThe military uses Command and Control because it s the only way to get 18 year olds to charge through a minefield not because they think it s the best management method for every situation A little outdated and a lot of condescension There are some useful tips but others I feel were just wrong There is weird stuff about ow programmers talking about Olog n is using jargon What comes off in the book is that Spolsky is pretty opinionated about the Well Meet Again hiring process without doing some self assessment of whether it really makes sense Iad some problem about interviewing people and also ow actually other people manage their teams This book is like a treasure and that s not very controversial It s ard to understate such a big impact this book If I Never See You Again (Jo Birmingham has on me I like it very much andighly recommended This book proposed that if you ave the Best Working Conditions you get the Best Programmers to develop the Best Software which in Working you get the Best Programmers to develop the Best Software which results in preface for this is the the uality of the work and the amount of time spent are simply uncorrelated Productivity is 5 to 1 or 10 to 1 between programmers You can t afford to be number two or to ave a good enough product It A Night on the Tiles has to be remarkably good by which I mean so good that people remark about it Having really really really talented software developers is your onlyope for remarkableness The great software developers indeed the best people in every field are uite simply never on the market The average great software developer will apply for total maybe four jobs in their entire career Whereas bad people are on the market uite a lotHow to find people who are not on the market1 Go to the mountain What conferences do they go to Top end conferences or up and coming technologies Where do they live What organizations do they belong to Which websites do they read Avoid advertising on general purpose large job boards as the bad people who are all over the market will apply and swamp you2 Internships Students are lazy with lots of options so can roll out of uni into a job For the good ones try to attract them a year or two early they might need some training but it is beneficial for both sides You will likely need to The House That Jesus Built have a contact at the Uni to find the best students If they are great make them a good offer for after graduation3 Build your own community Referalls Tend to be from former companies tent do be from the same company which can be risky Nobody wants to persuade their friends to apply for a job at their company only to get rejected If you pay too much for referrals then they will coach people through the interview processWork space Private offices make programmers productive and programmers prefer it Putting oneadphones with music to drown out the ambient noise reduces the ability of programmers to Elegies Elderberries (The Herbalist have useful insights Office location Does the office look exciting Good chairs don t cost that much over their lifetime and if you take the cost per week it is cheaper than most other office facilities People want to work with good cheerful andappy people Smart and Gets Things Done and not a jerk Managers can advise but they must be extremely careful to avoid Tank Girl having their advice interpreted as a commandThing which annoy programmers being told to use a certain programming language people being promoted because of their ability to network rather than being promoted strictly on merit being forced to do something that is technically inferior because someoneigher than them in the organization or someone better connected insists on itPeople want to work on something cool exciting new languages attract peopleYoung programmers especially are attracted to ideological companies open source or the free software movement social causes benefiting societyDevelopers don t really care about money unless you re screwing up on the other things it means people aren t really loving their job If potential new Miss Mackenzie hires just won t back down on their demands for outlandish salaries you re probably dealing with a case of people who are thinking Well if it s going toave to suck to go to work at least I should be getting paid well That doesn t mean you can underpay people because they do care about justice you do The Tao of Sex (Harlequin Blaze have to pay competitively as long as the salaries are basical. Velopers are ten times productive than average developers Ten times You can't afford not toire them But if you Jóias de Família haven't been reading Joel Spolsky's books or blog you probably don't knowow to find them and make them want to work for youIn this brief book Joel reveals all When Elephants Weep his secrets fromis years at Microsoft and as the ,

Smart and Gets Things Done Joel Spolsky's Concise Guide to Finding the Best Technical Talent