Hiring CTO/developers

CTO

Test automation

Sad servers

Job Title

Your job title needs to contain the most commonly used and accepted job title for the position
Candidates are attracted to specific: e.g. Marketing Manager - Online community engagement is better than just Marketing Manager

Job Profile:

Think in terms of the candidate. What will you find most appealing?
Consider what your ideal candidate will find most interesting about the job’s real-world impact or its unique place in your company.

Requirements and responsibilities

For responsibilities, focus on high level responsibilities that don’t get too technical. You want this to act as a hook and keep the candidate reading
For Requirements, lay out specific requirements for the job e.g. how many years experience, skills required etc.

Standard Template:

https://www.glassdoor.com/employers/blog/5-tips-on-writing-great-job-descriptions/

ATS: Requirements

Ability to post on multiple job sites and track applicants through the process
30 second - 1 minute overview of business. Are candidates more likely to apply with job description and video?
Integration with coding assessments to track candidates
Ability to automate CV screening
Has short term package that could be turned off after hiring 2 candidates. Lowest cost to acquire 2 candidates

Code Summit ($99/month) No automatic grading- https://codesubmit.io/pricing

Most coding assessments test only algorithmic skills rather than actual programming ability. Good for entrance level developers and not for experienced developers. look for coding assessments based on unit tests—developers write unit tests on a daily basis. Also look for assessments that use language specific frameworks—preferably the same languages that candidates would be writing code in if hired at your company

Coding skills tests are time consuming - for a first cut at a technical screening exercise, share an assessment that should take no longer than an hour to complete and ideally only 20-30 minutes. For a final stage technical assessment, limit the time commitment of the candidate to two hours
Coding tests don’t reflect the real world programming experience - look for coding assessment tools that give you access to a database of pre-built assessments in a wide variety of languages, scopes, and challenge types that are as similar to your own code base as possible. If you’re hiring for more senior roles, look for a coding assessment platform that allows you to create and administer your own custom, multi-file assessments that directly reflect the process of contributing to your actual code base.
Senior developers shouldn’t need to prove themselves - Provider Senior developers a custom problem that is actually representative of the job. Make sure that whatever you are asking of senior developers to do, it’s actually providing some insight on how they’d contribute on-the-job—don’t make them jump through hoops for the sake of jumping through hoops!

Candidate experience + ratings??

How long should a test be - 45 minutes?

Job Boards:

https://www.indeed.co.uk/Software-Engineer-jobs

Resources: