I have occasionally used this modest soapbox to warn against our industry’s common but dangerous lionization of super-programmers. It turns out the oft-cited research supporting the belief that some programmers function at the 10x level is not nearly as convincing as most of us believe – but more about that in a future post. Today, I want to talk about hiring.
You are forgiven for being surprised. Yes, I have said that you can coax superior results out of any team with the right management practices, techniques, and tools. It’s true that you can do more to improve your team’s productivity by enhancing your work environment than by finding and hiring so-called super-programmers. Cultivating shared vision will transform your workplace in extraordinary ways and productivity will soar.
But that doesn’t mean you should hire developers by shuffling CVs and drawing a candidate’s name at random. It is possible to improve the recruitment process and make more successful hires. Here’s what I recommend.