Ankit Sahu


About Ankit Sahu

Ankit is a writer and researcher who has extensively worked on blogs, emails, websites, applications, video scripts, and social media content for Govt. of India (Ministry of MSME and CBSE), global brands (Reebok and Abbott Healthcare), and homegrown brands (Republic TV, TimesPro, Chitale Bandhu and Kolte Patil Developers).

Node.JS vs Golang, Which one should you choose
For Employers

Node.js vs. Golang: Which One’s Best for You?

Golang beats Node in performance but Node’s learning curve is smoother than Golang. So, which tool should you use? In this blog, we evaluate and answer this question.

In any web development process, information needs to be stored and retrieved, logic has to be followed, and results need to be calculated, for which back-end development process is followed; commonly, back-end development is about writing codes, constructing APIs, libraries, and components for websites, applications, and computer software.

Node.js vs. Golang: Comparision 

Two of the most popular programming languages for back-end development are Go (Golang) and Node JS. Both are new and are growing in popularity, but in very distinct ways and for very different reasons. They are part of a shift away from backend development using standard server-side languages (PHP, Java).

So, let’s figure out which technology is suitable for your project. How do you tell which of the two next-generation web app development languages, Go (Golang) vs Node.js, is the winner? Read this comparison of Node.js and Golang, in which we assess both languages and provide a perfect answer to this question.

Node.js vs. Golang: Performance

This is where the differences between Node JS and Go truly shine. 

One of Golang’s best qualities is its speed and memory management. These only come second to low-level languages like C and Rust. Golang programs thrive on a robust yet minimalist structure thanks to their memory management capabilities like garbage collectors and native goroutines.

Golang is pre-compiled to machine code; that’s why it has a faster startup and compile time. On the other hand, JavaScript is dynamically typed and interpreted, taking longer to execute. 

Node JS has its strengths too. It borrowed a non-blocking and asynchronous architecture from JavaScript, allowing tiny activities to run in the background without interfering with the main thread. An important feature since it only supports one thread. For this reason, Node JS manages to come off as a multi-threaded language while only doing one action at a time.

Node.js vs. Golang: Web Development

Node.Js vs Golang

Node.js vs. Golang: Performance

Both Node and Golang stake their claims in this space. 

With an event-based framework, microservices architecture, and strong reusability, Node JS was created to provide an environment where JavaScript could build front-end and back-end web servers in one place. In addition, with 800,000 tools or “building blocks” dedicated to web development, NPM, the Node JS package manager, is the show-stopper of the whole operation. 

However, navigating these barriers is tough because one can quickly publish an NPM package, making it impossible to find a reliable tool.

Similarly, Node JS struggles when it comes to high computational demands. Node JS incorporates JavaScript, a front-end language, into a back-end runtime environment. Even though Node JS has implemented measures to improve its single-thread nature, large queries can still consume the CPU and slow down processing time.

Golang, on the other hand, was designed for large network servers and complex computations that Node JS just cannot handle. Moreover, it’s concurrent, so it doesn’t have to cut corners to run numerous processes simultaneously, making enterprise applications more efficient. 

While Go may not have 800,000 blocks, it offers great capabilities like go fmt, Go doc, go mod, and go run, which allow developers to build entire web servers without using any other frameworks or third-party services.

Go is also compiled into a single static binary, allowing users to dump it wherever they need it. In contrast, the Node JS interpreter must be installed on workstations for JavaScript to run.

The bottom line: Golang is preferable for large-scale back-end web development. It provides more flexibility and reliability when it comes to developing web servers. However, if you want to run small projects or generate front-end code bundles, Node JS may be a better choice.

Node.js vs. Golang: Scalability

Node JS is single-threaded, which implies that it executes the instructions one after the other. And this could be its Achilles’ heel when it comes to huge applications that require tremendous scale and a high number of concurrent processes. Event callbacks in JavaScript do allow for some concurrency, although they aren’t very useful.

Golang, on the other hand, is more suited for scalability thanks to its coroutines, which it refers to as ‘goroutines.’ Goroutines allow many threads to run simultaneously. This allows parallel activities to be completed quickly and reliably. So, in this round of Golang vs. Node JS, Go comes out on top. 

Because of its simple and convenient scalability, Golang became the language of choice for Docker and Dropbox developers, who saw the possibilities Golang provided for building large applications with significant scaling capacity.

Node.js vs. Golang: Error Handling

In terms of error handling, Golang necessitates explicit error checks while the program runs normally and returns error codes afterward. This method may appear tough at first, but it assures greater consistency and reliability in the end. 

Node JS employs the throw/catch system, with mistakes being ‘caught’ as soon as they occur. This method is typical of the error handling that many programmers are familiar with. So in terms of familiarity and ease of use, Node JS races ahead.

You might also like: Azure vs AWS: Which is Better?

Node.js vs. Golang: A Brief Summary


Node.js vs. Golang: Comparison

Node.js vs. Golang: The Final Verdict

It’s challenging to place one tool over the other after comparing Golang and Node JS from various perspectives. Both have their advantages and disadvantages. Before making the final call, you should examine the size of your project, its structure, and the type of development process that best suits your company goals.

But remember, no matter which back-end tool you employ, the best results can only come from an expert Node JS developer or a Golang developer.

Enter Turing. Turing’s automated platform lets companies “push a button” to hire senior, pre-vetted remote software developers. You can access a talent pool of the top 1% of 1M+ developers with strong technical and communication skills who work in their time zone. There’s no risk. Turing offers a free two-week trial period to make sure your developers deliver to your standards.

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By Oct 18, 2021
Software Development Life Cycle
For Developers

The Nine Steps of Software Product Development Life Cycle

A product development process depends on the nature of the business. But these steps can turn your ordinary software idea into an extraordinary solution.

If you want to develop great software, you need to establish a proper plan and process. An organized approach with precise procedures and strictly defined steps, known as Software Development Life Cycle (SDLC), can help you transform your idea into a unique software solution.

A software product development cycle involves several steps. They are as follows: 

  1. Brainstorm ideas

    Product Development

    Software Product Development Life Cycle: Brainstorming ideas

    Brilliant ideas lead to excellent products. But, ideas must receive a thorough evaluation before adoption. In addition to evaluation, establishing means to achieve company objectives, determining solutions, and selecting the project’s scope is all part of the planning phase of the software development or product development process.
    Here are a few more points that you can probe upon in this phase:
    • Define your objectives
    • Make a list of the features that your software will have
    • Look into different software developments
    • Brainstorm how you can make your product stand out
    • Discuss who your target audience is
    • Make a rough sketch of the software
    • Utilize your analytical skills to create a user story
  2. Plan and analyze

    A feasibility study is a critical element of the app discovery process. It helps you determine the technical and financial aspects of your software development process. When designing your product’s roadmap, carefully consider the time, resources, key activities, estimations, and ROI, among other things related to it. In addition, conducting a comprehensive analysis helps anticipate the potential risks during the new product development.
  3. Go through the Proof of Concept (PoC)

    After completing your second stage, you can begin working on a proof of concept (PoC). A Proof of Concept is one of the most critical phases of the cycle. This step aids you in validating your idea and determining whether the software product development processes will deliver for your company or not. In addition, this step identifies the technical feasibility, probable outcomes and potential roadblocks, and the extent of work required to overcome them in the project.
  4. Design

    Product Development

    Software Product Development Life Cycle: Design

    Once the PoC is successful, the design team creates a thorough software architecture that encompasses all of the software’s features. This step is all about achieving the right balance between what the user wants and the corporate goals. Your software’s product design should contain prototypes and final mockups, all of which should be customer-centric. So, ensure to keep the user interaction and final output in mind when creating wireframes, standards, procedures, and end goals for this phase.
  5. Go through the Proof of Value (PoV)

    Proof of Value (PoV) delves deeper into the product’s significance to your company. It helps you in finding whether or not your objectives are attainable. Using the PoV approach, you can examine a single instance from beginning to conclusion, inspect all of the pieces along the route, and grasp the gaps. A PoV helps predict a product’s potential earnings and allows you to judge the likelihood of success.
  6. Develop the code

    The development phase consists of writing code and transforming design documents into software. Here, your software engineering team ensures that the code complies with the software specifications and the stakeholders’ requirements—from alpha, beta, release to the final production build.
  7. Integrate and test

    To make sure that the code is clean and accomplishes the business goals, have your quality assurance team run several tests, including functionality testing, systems integration, interoperability, and user acceptability testing on the product. Make sure to integrate product testing as a mandatory step in your process. This way, you can verify that your application is working effectively. 
  8. Deploy and keep a track

    In this stage, the final solution is released in a step-by-step manner with an implementation strategy. Finally, once the software is completed with data and component transfers, the freshly designed and tested application is released to production with only the specific changes provided in the following releases. Note: It may be a straight release when the project is simple or a staggered release (in stages) if it is complex.
  9. Maintain and upgrade

    Product Development

    Software Product Development Life Cycle: Maintain and upgrade

    This phase receives special attention. Here, the product is fine-tuned, updated, and enhanced based on real-world input. This phase is the perfect time to improve the application’s features, update its performance, and adjust them in response to the end user’s demands by adding new capabilities.

At the end

The software product development life cycle can be adjusted to meet the needs of any project. It’s a framework for equipping every team member involved in technical and non-technical activities to deliver high-quality code and a solution that meets project goals.

But remember, no matter how diligently you follow these nine steps of an effective software product development life cycle, the onus always lies on talented developers and engineers to flawlessly execute the entire process.  

Struggling with software development? Turing can help. Turing’s automated platform lets companies “push a button” to hire senior, pre-vetted remote software developers.  You can access a talent pool of the top 1% of 700K+ developers with strong technical and communication skills. 

Plus, there’s no risk. Turing provides a free two-week trial period to ensure that your engineers meet your expectations.

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By Oct 11, 2021
Azure vs AWS Remote Software Developers
For Employers

Azure vs AWS: Which is Better?

They both offer broad capabilities, services, and tools, but which is better for your business? Here ends your search for the Azure vs AWS battle.

Microsoft Azure and Amazon Web Services (AWS) have more in common with superheroes than one might think. Cloud storage firms affect millions of lives, and they continuously work to improve the world.

In the battle of Azure vs AWS, both are superheroes in their own rights, but who sits at the throne? Let’s find out.

Azure vs AWS: An Overview

With 33 percent of the global market share in public cloud services, AWS leads the pack, followed by Azure with 13 percent, and Google Cloud with 6 percent, reported the Synergy Research Group. 

Azure and AWS have similar core characteristics in terms of configurable computing, storage, networking, and price. In addition, both share common elements of a public cloud system, such as autoscaling, self-service, security, compliance, identity access management features, pay-as-u-go pricing, and instant provisioning. 

Yet, AWS is the largest cloud computing platform in the world, with more than a million customers, two million servers, hundred-thousand weather-forecasting computer cores, and more than ten billion dollars in annual revenue. 

Meanwhile, Azure Active Directory currently services more than five million organizations and adds a hundred and twenty thousand new customers per month. In addition, four million developers are registered with visual studio team services, who, along with others, send and receive two trillion messages per week, processed by Azure IoT alone. 

More than 40 percent of Azure’s revenue comes from start-ups and ISVs, where Azure is clearly dominating AWS cloud services. 

Azure vs AWS

Azure vs AWS: Who Wins?

Azure vs AWS: Key Differences

Difference Points




AWS is an on-demand cloud computing platform by Amazon

Azure is a public cloud computing service by Microsoft



Right from its inception, AWS has an open-source model 

A lot of functionalities are tied with MS services, making Azure a partially open-source model

Government Cloud Solutions

In terms of government cloud products, AWS  has an advantage over Azure. AWS GovCloud (US) gives the flexibility to build secure cloud solutions that comply with the FedRAMP high baseline

When it comes to government cloud products, there is a limited reach in Azure. It is subject to stick to the following government regulations FedRAMP, DoD IL4 and IL5, CJIS, IRS 1075, ITAR, CMMC, NIST 800-171, and others


AWS provides a software marketplace with an extensive partner ecosystem that includes both Windows and Linux

Azure’s partner ecosystem is continuously growing, despite its restricted Linux alternatives

Data Support

For massive data, EBS storage is lightning fast

For big data, standard storage is insufficient, necessitating the use of premium storage


Big data requires more developed cloud infrastructure

Azure’s services are continuously improving for big data depositories


Machines can be accessed individually

Machines are grouped into cloud services and respond to the same domain name but different ports

Data Archival and Retrieval 

Long term data archiving and retrieval is possible through Amazon Glacier

No long term data archiving and retrieval option yet


User-defined roles with exceptional permission controls give security. AWS’ implementation of granular IAM and security groups is also quite noteworthy

Permissions are managed and authorized by Azure Active Directory. Unlike AWS, where each account’s users, federation, and access must be configured individually, Azure allows you to do so from a single location.

Azure vs AWS: Pricing Details

Once the features of both these platforms are apparent, the final decision boils down to pricing. 

For quite some time, the rates for these platforms have been low due to increased competition among cloud service providers. 

Both AWS and Azure offer free trials with limited use limits, allowing consumers to check out their services before purchasing. The companies also give credits to entice start-ups. While AWS has a pay-as-you-go model that charges per hour, Azure has a pay-as-you-go model that prices per minute. 

AWS instances are available for purchase based on the following models:

  • Reserved instances: Paying an upfront cost based on the usage, one can reserve an instance for one to three years.
  • On-demand instances: Pay for what you use without paying any upfront fee.
  • Spot instances: Bid for more capacity based on availability.

On the other hand, Microsoft Azure offers short-term commitments to its users, allowing them to choose between prepaid or monthly retainer fees. 

Azure vs AWS: Real-world Applications

Both AWS and Azure technologies have contributed tremendously to cloud storage, web development, and SaaS systems. 


NASA, for example, has leveraged the AWS platform to make its massive repository of photographs, movies, and audio data easily discoverable in a single centralized location, allowing users to view distant galaxies. People in Need, a non-profit group, uses AWS to scale an early warning system that alerts roughly 400,000 people in Cambodia when floods are imminent. Not only has this technology saved hundreds of lives, but it also provides a cost-effective solution that may benefit other risk-prone areas.


The Azure IoT Suite was utilized to construct the Weka Smart Fridge, which keeps immunizations safe. This technology has aided non-profit medical organizations in ensuring that their immunizations reach people who would otherwise be unable to receive them. Azure is also being utilized to identify solutions to the world’s impending freshwater shortage. For example, Nalco Water, Ecolab’s main water operations business, employs cloud computing and advanced analytics to build solutions to assist organizations in reusing and recycling water, thanks to their partnership with Microsoft Azure.

These are just a few examples of the services and capabilities of these platforms. There are numerous other uses, which are impossible to list in this brief blog.  

Azure vs AWS

Azure vs AWS

So, given everything we’ve discussed so far, is one cloud service provider superior to the other? Well, you can be the judge of that. However, the market share should not be the only deciding factor when selecting a cloud provider for your project. There are many other parameters to consider. And so, your final pick should be based on your project’s needs and how the findings of the above Azure vs AWS comparison correspond with those needs.

But we understand that picking your best bet out of the two is daunting. Turing can make this task easier for you. You can hire senior, pre-vetted cloud architects and software professionals at the “Push of a button” with Turing. Access a talent pool of the top 1% of 700K+ developers who work in your time zone. There’s no risk. Turing offers a free two-week trial period to ensure your developers deliver to your standards.

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By Oct 6, 2021
Facebook’s Former Engineering Manager on Knowledge Sharing
For Employers

Facebook’s Former Engineering Manager on Knowledge Sharing

These are the most effective knowledge-sharing methods for your engineering team, according to Balázs Balázs, ex-Engineering Manager at Facebook.

“Every software development team must engage in knowledge-sharing. It’s crucial when bringing engineers on board for your project or firm,” says Balázs Balázs, former engineering manager at Facebook. As a team leader, you must choose the most efficient ways to share knowledge. You should also ensure that the team has the necessary time, resources, and encouragement to participate in the knowledge-sharing process.

Here’s how you can do it: 

Pick the best knowledge-sharing methods

Balázs uses two principles to evaluate knowledge-sharing methods and ensure effective communication:

  • Prioritize active over passive
    Documentation is essential, but organizations often overvalue it, says Balázs. It’s a passive sharing method, and so it doesn’t encourage human interaction, he explains. On the contrary, multiple employees interacting with information is an active and dynamic approach to knowledge-sharing. And thus, Balázs prefers this method of active knowledge-sharing over plain old documentation.
  • Be pragmatic
    Balázs says that most people don’t consider the cost of documentation; they simply feel compelled to document everything. Knowledge-sharing comes at a price. So, consider your circumstances, weigh the cost and benefit, and choose your approaches carefully. There are no uniform principles here, Balázs adds. 

Encourage engineers to take part in knowledge-sharing

It is crucial to foster an environment that encourages employees to ask questions. Create a psychologically secure environment for your team where everyone is free to voice their opinions. Nobody should be ashamed to confess they don’t understand something. Such employee proactiveness will make your knowledge-sharing system less expensive.

Balázs also recommends promoting knowledge-sharing through rewards. For instance, Facebook Workplace facilitates knowledge-sharing through ‘likes’. This way, employees publicly commend members who invest a lot of effort in knowledge sharing. 

The second trick is to make it fun. For instance, Facebook employees get to travel across its global offices for free, depending on the business need. This is a great way to make knowledge-sharing enjoyable.

Incorporate documentation into your onboarding 

Onboarding provides an opportunity to integrate the new employee into the company. Balázs advises organizations to develop their onboarding process in a way that encourages new employees to interact with the rest of the team. 

He also advises new joiners to take part in the documentation process. Leaders can assign the task of updating documentation for an ongoing project to new employees, he explains. This practice encourages them to interact with other team members. And thus, it breaks down communication barriers and makes the new members get over their nerves. 

Your knowledge-sharing process determines the success of your organization. It’s critical to ensure that everyone in the firm lives and breathes it. Create an environment that’s highly open and transparent. If employees are always aware of what is going in the organization, minor inconveniences and bumps along the way will not impact their productivity and morale. 

Read the complete article here.

Are you struggling to vet software engineers/developers on your own? Turing can help. Turing’s automated platform lets companies “push a button” to hire senior, pre-vetted remote software developers. Access a talent pool of the top 1% of 700K+ developers with strong technical and communication skills who work in their time zone. There’s no risk. Turing offers a free two-week trial period to make sure your developers deliver to your standards.

For more information, visit Turing’s Hire page.

Tell us the skills you need and we'll find the best developer for you in days, not weeks.

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By Sep 30, 2021
Technical interview questions for hiring teams.
For Employers

Former Amazon VP on Conducting Effective Technical Interviews

Neil Roseman shares insights on how to conduct in-depth technical interviews. Smart technical interview questions & a good hiring team are essential, he says.

Neil Roseman, former Technology VP for Amazon and Zynga, believes that most recruiters make hiring decisions based on basic credentials, GPAs, Ivy League college educations, and even SAT scores. But hiring a candidate involves a lot more quizzing them on technical interview questions.

Roseman has interviewed hundreds of candidates. He believes that you should carefully plan each step of the interview process to elicit detailed information on skill sets, actual accomplishments, cultural fit, and leadership potential. He also says that recruiters should make it easy for candidates to have open dialogues about their job experience and routines.

In this blog, Roseman explains how he builds interview processes from top to bottom to construct an effective organization, regardless of size or resources:

Carefully probe resumes

While screening resumes, Roseman keeps an eye out for areas where he can push candidates. “I always look for things where they have a measure of their success, especially if they make comparisons or use percentages. For example, [something like] I grew revenue by 50 percent or decreased downtime by 30 percent,” he explains.

Rather than merely being an observer, you want to know what the applicant actually did in their previous roles. Even the most successful company has a divide between those who get the most done and those who don’t. So, you need to try and figure that out during an interview. According to Roseman, this serves as a litmus test for how well they understood their role in the previous organization. 

Applicants may think it sounds nice to say things like: “I increased system availability by 50 percent.” However, if you’re interviewing someone for a system engineering position, for example, you need to know what, exactly, they accomplished. Roseman says that most of the time, when high-level assertions like these appear on resumes, it’s likely that the person hasn’t done them or was only a participant and knew very little about them. On the other hand, top applicants can always explain and back up their statements, irrespective of how in-depth your investigation goes.

Craft smart questions

Drafting good technical interview questions is vital. Hiring teams can refer to interview experience content on platforms like Glassdoor and Quora for inspiration.  It’s perfectly acceptable to borrow questions from these sources as long as you customize them, suggests Roseman.

Later, your entire team can brainstorm why you should ask a particular question, what the perfect answer will be, and even if the question is already on the internet, will it be fruitful to delve deep?

Roseman is particularly fond of questioning engineering applicants on product design. He says that great engineers should be more than order takers; they should be actively involved in product creation. Moreover, design questions can also help you learn more about how someone thinks. Drill applicants on previous products they’ve worked on and ask them to create a short portfolio management program to get to the heart of their competency. Depending on the role, you may also ask the candidate to elaborate on a more generic design challenge such as ‘design an ATM/Elevator for blind people’ or something more technical.

Assemble a strong hiring team

The hiring team you put together will determine the quality of the individuals you hire. Unfortunately, many businesses do not devote sufficient resources to preparing current employees to conduct peer interviews. Failure to do this is a grave mistake, according to Roseman.

Every hire necessitates careful consideration. Hence, leaders must train interviewers and examine their decision-making processes. 

In addition to this, the feedback given by the hiring team should be concise and conclusive. Roseman says that it is vital to keep two things in mind: 

1) You’ve wasted your time, the company’s time, and the candidate’s time if you can’t provide detailed feedback

2) If you get to the end of an interview and all you can say is: “Yeah, I kind of liked them, I think they’d be good,” you’ve, again, wasted everyone’s time

Generic answers lead to ambiguity among team members, so be precise about what you like and don’t like in a prospect.

Here’s a distilled list of the hiring rules mentioned above:

  • Start with a proper introduction to alleviate everyone’s nerves
  • Scour the résumé to understand the candidate’s experience
  • Don’t use applicants to “test” new questions. A set of predetermined questions can help your hiring team recognize excellent responses right away
  • Give plenty of time to code! This coding step is frequently overlooked
  • Investigate algorithms, data structures, code organization, and ease of use
  • Make a design inquiry. Examine how people think about the big picture

Your job as a recruiter is to evaluate a candidate’s talents, fit in your company’s culture, and future growth potential. Remember, you are a spokesperson for your company, and you must demonstrate the company’s ideals.

Are you struggling to vet software engineers/developers on your own? Turing can help. Turing’s automated platform lets companies “push a button” to hire senior, pre-vetted remote software developers. Access a talent pool of the top 1% of 700K+ developers with strong technical and communication skills who work in their time zone. There’s no risk. Turing offers a free two-week trial period to make sure your developers deliver to your standards.

Read the complete article.

For more information, visit Turing’s Hire page.


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By Sep 17, 2021
Hiring Managers Should Know This Before Hiring Top Talent
For Employers

The Key to This Twitter Manager’s Interviewing Approach? Clearly Defined Rubrics!

A set of clearly defined rubrics can make the hiring process much more consistent for hiring managers. Twitter’s Software Engineering Manager reveals how.

As a hiring manager, one should have a set of rubrics for the interview process, says Mallika Rao, Software Engineering Manager at Twitter. A well-structured set can help you to hire great talent. In the absence of defined rubrics, people default to their own criteria to assess candidates.

Rao goes further by elaborating her approach to hiring:  

Clear rubrics make the hiring process more uniform

Rao believes that well-defined rubrics make the hiring process consistent. “If you have the rubrics and the call structure in place, and you know how you’re going to sell the vision, goals, or inflection points in the product, you’ll be able to get a lot more out of that call,” she explains.

Rao also says that candidates should have a good idea of the team before they go on-site. “Leaders and hiring managers,” she says, “should provide candidates with relevant information and get them excited about the team.” 

Managers should be mindful of the levels they’re hiring for

For example, software engineering has various levels, software engineer 1, senior software engineer, etc. Leaders need to tune their questions for each of these levels carefully. Before the interview, they should mull over points like: Do they have a variety of questions for different roles? How do they level them? How do they write reviews? 

Setting the correct expectations and calibrating the panel that can evaluate candidates for each level is equally important. “If the company is in a position to think about it, topgrading can be a good idea,” Rao adds. Topgrading is a 12-step hiring process designed to identify top talent from a pool of candidates for a particular position, even before hiring managers have had a chance to see them in action. Unlike standard behavioral interviews, topgrading helps make informed and evidence-based recruiting decisions rather than solely basing them on job applications. 

As a leader, you must develop an interview process that gives you strong signals about the candidate. Then, once you have the cues, make your decisions using the rubric. “It goes a long way in having quick huddles to decide with the interview team if it’s a hire or a no-hire. It really helps the candidate and the team,” Rao explains.

At times, it is okay to override decisions

In an effort not to upset others, leaders might avoid tough decisions. Unfortunately, these delays do more damage than whatever fallout leaders are trying to avoid. 

On a similar note, Rao says that it’s okay for managers to override decisions. Even when the team says ‘no’ democratically, the manager might have good reasons to go ahead and close the hire; they might know something the team does not. However, managers need to keep in mind that they have limited matchsticks to burn. Their decisions can impact the team’s trust. And so, they need to be conscious of how they’re making decisions and keep the process as organized as possible. 

Managers must understand that hiring is not a general solution. Depending on the organization or vertical they are hiring for, they need to employ different hiring strategies. Though being mindful, flexible, and unbiased help, managers must be clear about what they’re looking for in a candidate. In addition, leaders should know the expectations of both the candidate and the organization well before making any hiring decision. 

Read the complete article.

Are you struggling to hire skilled and experienced remote software engineers? Turing can help. Turing’s automated platform lets companies “push a button” to hire senior, pre-vetted remote software developers. Access a talent pool of the top 1% of 700K+ developers with strong technical and communication skills who work in their time zone. There’s no risk. Turing offers a free two-week trial period to make certain your developers deliver to your standards.

For more information, visit Turing’s Hire page.

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By Aug 24, 2021
Strong Team Culture
For Employers

Want to Hire the Best Tech Talent? Build the Best Culture First.

Target Corp’s Senior Engineering Manager reveals three characteristics that make for a strong team culture: employee empowerment, appreciation, and trust.

In the last few years, there has been a sharp increase in demand for developers capable of providing solutions to complex software problems. As a result, organizations face an uphill battle as they try to recruit the most skilled technical talent. According to the US Bureau of Labor Statistics, the demand for software engineers in the US will exceed the number of available developers by at least 1.2 million by 2026. 

Hiring great engineers is destined to become even more challenging. So how can organizations recruit the tech talent they need? One way, says Kate Wardin, a Senior Engineering Manager at Target Corp, is to build a solid software team culture that engineers will love.

Kate goes further by highlighting three engineering characteristics that make a software culture standout:

Remove roadblocks and empower your team members

Remove delays in projects as they lower both—motivation and productivity in teams. Encourage developers to suggest ways to make the workflow as fluid as possible. Spend time and energy to identify the painful processes that cause friction in work. This process can be as quick as asking your teammates, “What would make life easier for this team?” Act on their feedback immediately, and allocate appropriate budgets and time to fix the issues. 

Often, employees on the front lines are not involved in decision-making. Failing to solicit team-member input can be a very costly mistake, according to Wardin. Hence, it is essential to reach out to every team member to understand their ideas and perspectives. Build practices that amplify the voices of your team members. Ensure that you take decisions at the level where the best information is available. 

Share credit, take the blame, and put engineers first

Wardin recommends ‘creating a culture where employees advocate for one another, share praise for their peers’ accomplishments, and remain loyal to one another as they recover from issues.’ She explains that this will create a sense of inclusion and community among team members. 

As for taking the blame, bring an all-hands-on-deck mentality to fix issues during the production process. Focus on fixing the problem: Which tools, systems, or monitors can you introduce? Refrain from finger-pointing at all costs. Ensure that your employees don’t feel devalued in the process of delivering a solution. Create a no-blame process that encourages your people to spend their energy building superior technology.

Embrace vulnerability and build trust

Allow your employees to be vulnerable and make mistakes by setting the right examples. This practice will enable them to learn and grow through the process.

Trust is an essential characteristic of happy teams. There are two types of trust that you need to build within your team: affective and cognitive. Wardin explains: “Affective trust is ‘trust from the heart’—that sense of empathy based on feelings generated by interactions. Developing trust can be as simple as encouraging people to share stories about their life outside of work. Cognitive trust is trust from the head”—it’s your confidence in one another. You can develop cognitive trust by encouraging transparency and acknowledging areas where you tend to mess up.”

It is equally important to trust employees with their decisions and develop an open culture for better participation. Finally, focus on fostering an inclusive and psychologically safe environment for every person on your team.

We are at a pivotal point that demands organizations adapt to their employees’ needs and not the other way around. Recruiting and retaining the best talent will require employers to invest in their team’s culture just as they would invest in any other business asset. Therefore, engineering leaders should be relentless and consistent in their pursuit of exceptional engineering practices. Most importantly, they should articulate their intentions clearly and share their passion for improving the team’s culture with the team members to follow suit.  

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By Aug 16, 2021
Company culture promoting innovation and creative thinking in engineering teams
For Employers

How Facebook CTO Mike Schroepfer Unlocks Creativity in His Engineers

CTO Mike Schroepfer shares how Facebook has built a company culture that promotes innovation and creative thinking among engineering teams.

Facebook’s C.T.O., Mike Schroepfer, has developed an engineering culture at Facebook that’s open, collaborative, and creatively autonomous一values that are key to driving a real-world impact. 

Here’s how he does it: 

Remove roadblocks that hinder creative thinking

Many assume that one cannot teach creativity. But Schroepfer believes that leaders can help remove the common roadblocks that restrain employee creativity. This way, employees can open up new value propositions and an abundance of opportunities. 

He recommends staying curious: “Ask questions even if you think you know the answer. Creating anything interesting requires teamwork, so any time you help someone do their best work is time well spent.” And in the process, if you encounter a problem, don’t be afraid to test your ideas. Make stress testing a norm in your operations.

The Facebook C.T.O. believes that creative engineering happens when people don’t feel bound and have the freedom to think, imagine, and create. And for creativity to flourish in a business environment, team members need to internalize a company’s vision and strategy. 

Build a company culture where information flows freely

There is no set model for problems that arise during projects and no step-by-step process to obtain answers in today’s world. Hence, the ability to utilize resources creatively becomes vital. And this can only be made possible through open communication and free flow of information. 

Schroepfer believes leaders must provide team members with as much information, context, and clarity as possible so that they can do their jobs to the best of their abilities. People are as innovative as you allow them to be. And thus, if you let your team chase their ‘aha moments,’ you’ll soon find yourself with a more dynamic and creative workplace.

In addition, organizations should have a robust training program to help managers learn how to push aside roadblocks, give feedback, and support teams to operate effectively and collaboratively at scale.

Share your optimism with the team and equip them well

Leaders should channel their positivity to the employees. They should leverage technology to enable team members to participate in the decision-making process fully. This way, they’re motivated and aligned with the company’s mission. 

Schroepfer explains: “The most important thing in my life is people, and at Facebook, people are at the center of everything we do. I try to help my teams see the potential for technology to bring communities together in new ways and enable them to build deeper connections. I’m very optimistic that technology can pave a path for a better future. And I share this optimism with my teams as a way to motivate them to come to work every day and make a real difference in peoples’ lives.”

It is equally important to equip your team members with the right tools and technology to enable them to think and create collaboratively at scale. Training programs and workshops are great ways to hone employee skills. 

A good leader seeks to engage their team and work together towards a shared objective. Where engineers are required to recognize, validate, and solve problems independently or through day-to-day teamwork, engineering leaders, on the other hand, need to make a material impact through transparency, vision, and strong mentorship. Efficient unblocking rituals, cultures promoting open communication, and a positive outlook can help upcoming remote engineering leaders around the globe achieve just that. 

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By Aug 2, 2021