Hiring Retrospective - Advancement Rate
After interviewing all Summer and Fall, we’ve found the next member of our OfficeLuv Product Team, a talented and thoughtful software engineer.
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After interviewing all Summer and Fall, we’ve found the next member of our OfficeLuv Product Team, a talented and thoughtful software engineer.
After interviewing all Summer and Fall, we’ve found the next member of our OfficeLuv Product Team, a talented and thoughtful software engineer.
I’m hiring a new full-stack engineer for the OfficeLuv team, and there’s nothing quite like a new hire to kick your team into shape. I’ve written about how new hires are a valuable resource in the past, and each time I focus on drawing more and more value. This current cycle I’ve already noticed a change in my behavior in these past few weeks: I’m cleaning up in anticipation of guests.
On repeat on these hot nights: ultralight beam
After starting at and helping to start companies multiple times, I’ve noticed a few writings and lectures that I tend to revisit each time. Even when not moving to a new group, I tend to watch or read these every few months. The beginning of this list came out of a question from the wonderful Jane Kim.
We’re currently looking for Senior Mobile (iOS / Android) and Senior Fullstack Engineers at OfficeLuv. Finding great developers is…difficult. I will occasionally search for individuals on GitHub, where I can find a scrap of contact information and reach out.
We’ve brought on two engineers in the last four weeks, and aiming to keep up the pace. I’m constantly reminded of how valuable new hires can be. The person can be senior, green, front-end, back-end, local, or remote. All that needs to happen is open communication and clear on-boarding. The new member’s point of view will take care of the rest.