1 out of 2 developers say they want to switch jobs. That means that even in this environment of mass tech layoffs, half of your team would leave if given the right opportunity. Given that only 15% of surveyed developers work entirely on-site now, there’s a good chance this includes your remote team members.  Granted, most developers say they’d leave for a higher salary – something that is very often out of your control to grant. However, you can make it easier for employees to want to stay by simply being a good manager and helping them thrive in the workplace. Many employees have stayed ..read more

Sometimes you stop hiring because you’ve just finished filling out your team. Other times it’s because the C-suite has made tough decisions to cut the hiring budget, which means you can’t hire the people you want (or need). Whatever the reason, it doesn’t mean that you should stop promoting your company as an attractive place to work. Budgets won’t be cut forever, and teams aren’t immune to turnover. Eventually, you’ll either need to grow your team or replace members who have left. But unless you’re taking steps to nurture relationships with prospective candidates even while you’re not hiring ..read more

Interviewing is hard. If it were up to most of us, we’d wave a magic wand that makes the perfect candidate appear in front of us, ready to code. But the realities of searching for a perfect candidate – let alone one that is even good enough – are much more complex. Those complexities multiply for new hiring managers who are thrown into their first interviews with nothing more than a pile of resumes to go by. Do you really want to know the secret to having a great interview process? Make the interview a great experience for the candidate. When it’s easy for the candidate, it becomes easy for yo ..read more

We often have the impression that digital technology does not pollute.  This is usually because software pollution is mainly invisible to the general public thanks to dematerialization (the use of the cloud or online word processing services, for example), which is ultimately only the decentralized materialization of digital services. However, when we use these digital services, we utilize the 3-tier hardware architecture composed of: Devices or terminals: computers, screens, smartphones, smartwatches, etc. Networks: all the cables that allow the circulation of data, routers, relay anten ..read more

Today, diversity and inclusion present a major opportunity for the tech industry. Research shows that a diverse workforce leads to higher performance and more resilient companies — and we’ve all got room to improve where representation, pay, and hiring are concerned.  A 2021 survey of over 2,000 early-career tech workers and 270 business leaders by market research firm Wiley revealed that 68% of polled businesses feel there isn’t enough diversity in their tech workforce. Nearly a quarter said they didn’t know how to address the issue.   Creating a more e ..read more

As the pandemic eases up and people start trickling back to offices everywhere, there are benefits to the in-person connections that result: more spontaneous collaboration, good mentoring, and easier relationship building. Plus who doesn’t love a little office cooler time? But as we collectively open the door to some form of office life, let’s not let the bad stuff from before in with us. That means unnecessary commutes, mandated “optional” happy hours, and – most crucially – truly terrible technical interviewing techniques.  Out of necessity, interviewing – and technical interviewing in ..read more

Time to get back to the office? For many, working in person is a thing of the past. Others are itching to leave their home set-ups and get into a team workspace. Engineers can dictate where they want to work, whether in the comfort of their home or a sleek office. Amid today’s historically competitive hiring market, you can’t afford to lose out on talent by sticking to policies that don’t offer the flexibility engineers now expect.  Enter: the hybrid team. This model mixes aspects of remote and in-office work to give engineers the freedom to choose what fits best. And while there’s no one ..read more

Ahhh, how quickly things can change. Six months ago, I was working as the COO at CodinGame, overseeing a team of 16 engineers on a tightly-knit, in-person team in France. Today, after joining forces with CoderPad and becoming Global Head of Engineering, I’m in a very different situation: our engineering team is 40+ strong, distributed across 11 timezones, and features both in-person and fully-remote engs.  Needless to say, this transition has kept me and the entire organization on our toes. Changing workflows, cross-cultural communication, and team disruptions can be difficult t ..read more

Though some fast-growing companies overlook onboarding, it’s a crucial way to ensure the legwork you’ve already put in during the hiring process pays off. Perhaps more importantly, it helps you avoid the high costs of early churn. According to Kristen Gallagher, founder and CEO of onboarding software platform Edify, it can cost upwards of $350,000 to replace an engineer if they leave before the 12-month mark.  A structured onboarding system for remote developers brings more benefits than just ensuring new hires know what to do when they step through the company’s virtual do ..read more

We’ve entered a new playing field with totally different rules when it comes to finding engineering talent. Why? Well, as you’ve almost certainly noticed, the world of work—and, of course, hiring—has lost one formerly-crucial component: location. While some might be nostalgic for the camaraderie of the traditional office and seeing fellow developers and managers day in and day out, remote is now the preferred style of work for engineers. A recent CoderPad survey found that 70% of developers want to work remotely in 2022. The current job market also heavily favors candidates. With countless opp ..read more