...it's not just for us, but every one of our clients are searching for YOU to fill their open positions. Don't sacrifice your current job. Confidentially apply to amazing new opportunities and cultures without your employer ever finding out. Read on...
What are we looking for?
We’re looking for REAL software engineers. Folks that know how, or want to learn how, to apply their programming craftsmanship to real world problems in an effort to create business value.
- Love the challenge of being polyglots. They love the idea of researching new concepts, tools, frameworks and paradigms; and subsequently, doing something REAL with that new knowledge.
- Understand the importance of discipline, follow through, and getting the job done. For many, it’s what they think about in the shower, at breakfast, or while watching their spouse’s lips move in a conversation. Okay, that last one might just be a little overboard.
- Accept that being in this business, means that they’ll spend a great deal of the rest of their lives chasing a shifting foundation, all while trying to re-invent today, with what we know might be possible tomorrow.
Oh, and we don’t care how much experience you have. We’re looking for everything from interns to Jon Skeet. Yes, that includes Jon. If you’re looking Jon, we have a spot for you. This includes managers, directors, executives, and experienced software business specialists.
IMPORTANT: If you’re not a real software engineer, or serious IT/software leader, and the description above sounded a “little too much like work”, please don’t waste your time or ours. We’re truly looking for those who really, really love getting to do this every day, and we’re not going to consider anything else. Nor will we put you in front of our clients.
How will I be tested?
Good question. Fundamentally, you’ll be looked at from three basic perspectives.
- Theory. If you have interviewed with our CEO in the past, or worked with feature, you’ll know this one is important to us. Yep, “book knowledge” is important. We believe deeply in being able to communicate in regards to well accepted patterns, principles, and practices. Moreover, we appreciate software engineers who include modern research, or theory, in this one. For a great example of this, see Thoughtworks Radar.
- Applied theory and technical skills. What HAVE you done with your skills? Not what you’re capable of, but what have you actually done? Then, how good are you with the tools you proclaim to know? This includes languages, frameworks, and development tools of all kinds. If you say you’re good at something, we’re going to find out just how good you are.
- What are your goals, passions or interests in the field? We find this drives what you do with your research time.
Overall, we’re looking to map out your strengths, not weaknesses. No one ever became great, being less weak at something. With that in mind, we then simply compare the results of these three foci, to the needs of our clients.
How does it work?
From there, we’ll schedule a conversation to begin learning about who you are, and what you’re looking for in your career. With this information, we’re going to create an anonymous profile/representation of you, and your professional skills.
With this in hand, we’ll work closely with our clients to see if there’s an ideal match. Here again, this bit is important. We may not have your dream job today, however, it’s entirely possible that one of our clients has a job that moves you closer to your ideal position as a software engineer. As we go through the list of possibilities, you’ll be heavily involved in helping make a determination about whether or not you have an interest in a particular opportunity.
Again, all of this is done anonymously.
The next step in the process, is to setup a phone interview with the company/manager/hiring authority, to allow both parties to see if there’s a fit. In this call, it will be imperative, that you ask all the questions that are important to you. And why not, it’s anonymous. However, fair is fair, the company will also likely ask questions that are important to them because, well, it’s anonymous.
The whole point here, is that you can safely consider new opportunities, in a way that WON’T out you on LinkedIn, or any other social recruiting apps.
But, just as all good things must come to an end, at some point, there must be an introduction. Our goal here, is to defer that to the latest, and safest, point in the process as possible. Hopefully, that means the point in the process where everyone feels this is a good fit.