Ashwin Dua

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About Ashwin Dua

Ashwin is a content writer, editor, and wordsmith who has experience in writing website content, blogs, articles, opinion pieces, press releases, and social media content. He has worked with clients like IRCTC, Hero Cycles, Fortis Healthcare, among others.

ReactJS as a frontend framework
For Employers

Here’s Why You Should Choose ReactJS for Your Project

ReactJS offers various benefits for application and web development which is exactly why it should be your preferred frontend framework.

The demand for a skilled workforce for web development projects and mobile applications has grown.To make websites and mobile applications user-friendly,  a front-end development library like ReactJS is critical. ReactJS is essential in creating the user interface along with other UI components. 

However, with new tools released every day and businesses looking to get more work done in a short time, the decision to choose the right framework, programming tool, and library is becoming difficult. In this post, I’m going to give you nine reasons why ReactJS deserves serious consideration.

To start, ReactJS is popular. According to a recent survey, ReactJS has been used to develop more than one million websites, including almost 300,000 unique domains. This ubiquity is why ReactJS is at the top of the most loved frameworks, with 74.5 percent of developers preferring it over other frameworks. 

What is ReactJS?

ReactJS is an open-source JavaScript Library facilitating front-end web development. Jordan Walke, the creator of ReactJS and an engineer at Facebook, came up with the idea to merge XHP, Facebook’s markup syntax into JavaScript. It helped them run various user interfaces at once, like newsfeed updates and chat, among others. After seeing how well the merger worked, Facebook made ReactJS open-source in 2013. Since then, ReactJS has become one of the most popular web frameworks.

We’ve listed some of our top reasons why you should choose ReactJS for your business.

Easy scripting

ReactJS offers a free extension, which goes by the name JSX. JSX simplifies the HTML markup in the library by writing shortcuts of your code and converting HTML mockups into ReactElement Trees. ReactElement Trees, in turn, make the application run faster.

Modular design

The modular design of ReactJS allows you to make small changes with ease. As a result, most developers can reuse the same objects and employ previously used assets without disturbing other components.

Reusable components

Reusable components offer their code for similar features without needing the developer to write it all over again. In addition, ReactJS lets developers use individual application parts on both server and client sides. These capabilities help save time, as they reduce the frequency of debugging existing code.

SEO friendly

ReactJS

ReactJS: SEO friendly

One of the key aspects of web development is SEO. ReactJS significantly reduces page load time and provides faster rendering speed in comparison to other frameworks. Faster rendering speed helps reduce the bounce rate of your websites and pages. In addition to this, web applications and pages using ReactJS are easier to crawl. This improvement is accomplished by using Server-side rendering, which enables you to run the JavaScript code on the server side before sending the files to the user, allowing the user to see the content without allowing React to run. Further, server-side rendering makes the page load faster as Google doesn’t have to run JavaScript to crawl the page. 

Virtual DOM and Tree reconciliation

ReactJS developers write HTML using JavaScript, which allows them to keep a virtual representation of HTML, called Virtual DOM; this Virtual DOM renders an HTML tree virtually whenever the state of UI changes. So, you can make modifications without impacting the entire structure of the user interface. This, in turn, helps maintain high app performance on the front-end.

One way data binding

In addition to virtual DOM and Tree reconciliation, a one-way data binding model also ensures that changes in the child component do not impact the entire code. So, when you type a text in the input field, this model just updates the data model. And this is how one-way data binding makes code more stable for both application and web development.

Mobile app development

Apart from web development, the ReactJS framework was upgraded to facilitate mobile app development for iOS and Android platforms. At the same time, ReactJS also enables a smooth transition of code as code written for the web is easily compatible with mobile.

Easy to learn and use

Be it web development or mobile application development, developers familiar with JavaScript can easily learn ReactJS. What’s more, ReactJS is easy to implement and can also be used with existing application structures.

Strong community support

ReactJS

ReactJS: Community support

Many developers have ReactJS as their primary framework for web development. A major contributing factor is the strong community support React developers get from all around the world. In addition, experienced developers share insights about applying this framework in the form of blogs, in-depth articles, tutorial videos on popular forums.

ReactJS is an easy-to-use responsive JavaScript library that is beneficial for both small and big organizations. It is easy to scale even in a high-traffic environment. Furthermore, ReactJS facilitates simultaneous functions and easy changes for application and web development. However, organizations looking to hire ReactJS developers for their projects may need to spend a lot of time evaluating different candidates. 

This time-consuming bottleneck is why you need someone who can pre-vet excellent ReactJS developers for you. 

Enter Turing. Turing helps organizations hire developers with the right skillset after ensuring they pass rigorous tests. Turing.com has matched countless ReactJS developers with top US companies. The organization’s intelligent talent cloud sources, vets, manages, and matches developers across 100+ skills efficiently and effectively.  With Turing, you can access a talent pool of the top 1% of 700K+ developers with strong technical and communication skills. The best part? There’s no risk. Turing offers a free two-week trial period to make sure your developers deliver to your standards.

 

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

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By Oct 12, 2021
Jean Hsu, VP of Engineering at Range, shares key traits that make up for great engineering managers and engineering leaders
For Employers

Tips for Engineering Managers from Range’s VP of Engineering

Jean Hsu, VP of Engineering at Range, shares key traits that make up for great engineering managers.

All great engineering managers are continuous learners, excellent communicators, and efficient problem solvers. But that’s not all. According to Jean Hsu, former engineer at Google and Medium and the current VP of engineering at Range, a good team leader is much more than that. 

In this blog, Hsu talks about some traits that make up for great engineering managers.

Key takeaways:

Working on the right things for maximum impact

Engineering managers must always prioritize the right tasks for the maximum benefit of the company. According to Hsu: “There are so many things one can work on in an early-stage startup. Thus, it is important to determine where you are most useful and where you want to grow while balancing other things. For example, when I joined Range, I spent the first few months dividing my time between IC work and codebase. However, soon, I realized this was not the best use of my time. Instead, I should be working on top of the funnel acquisition, leverage networks of engineering leaders, and bring them to Range.”

She further adds that there are few processes to support new ideas when you are on a leadership team. Generally, people do what they think is good for the company. “It is basically like a lot of different projects taken by individuals hoping to make an impact. So  I think it is necessary to navigate how you can serve the company as well as meet your targets in the proper manner,” Hsu explains. 

Comfortably dealing with uncertainty 

Engineering managers confidently navigate through uncertain times and motivate their teammates to face the unknowns. Hsu says: “During my time at Mia, I was in a situation where my team was not delivering, and while we were working to fix it, my initial thought was we are failing. But then I realized I am just in a phase where I am unsure what to do to turn this team around, but I will figure it out. Once I had reframed my thoughts, I went from feeling stressed to being excited to tackle this challenge.” 

And thus, she says that it is essential to look for situations that provide the right learning curve to deal with problems in the future.

Hsu further adds that engineering managers must realize there is a lot they can do and a lot they cannot do. Therefore, they must learn to live with uncertainty and treat it as a part of their life. “There will be things that are outside your control, but if you keep stressing over it, then it will be draining on you. So, figure out the things in your control and place faith in your abilities to overcome the challenges. Then, by formulating a strategy that can steer you and your team towards success, you will be showing that you are comfortable navigating uncertainty at any stage,” she concludes.

Preparing teammates for future  

Understanding what employees need not just from their current role but from their career itself is what engineering managers must do to prepare them well. Hsu elaborates further: “When I joined Range, I told all the engineers here that I like being at Range, but at some point, we will move on. [I also asked them that] when they do [move on] what will they be interested in working and how can we best utilize their time here. This practice helped me learn more about their interests and what they would be more inclined to work towards.”

She adds: “Some people want to take the more traditional management path like staff engineer etc. So, understanding the reason behind their decision and learning what interests them about this particular role can help you present the right opportunities.” 

Allowing employees flexible work-life balance

Engineering managers must always try to create a healthy work-life balance for their team. Hsu notes that with many companies changing their policies to have a remote-first culture in place, there will be a significant talent reshuffle. “Employees will prefer companies which have a proper structure in place to facilitate seamless office and remote work. Post-pandemic, a lot of people like me are looking for a healthy work-life balance [with] hybrid work options,” she adds. 

She further continues: “For engineers, since the work is suited for asynchronous back and forth, they can increase their productivity while working remotely. Engineering managers must understand the impact of the policies on the company and employee productivity and well-being. [It is] only then can they retain and attract top talent.”

High-performing engineering managers instill an action-oriented mindset into everything they do. They focus on doing the right things as well as getting things done. They know how to set a vision and convey expectations. But most importantly, as Hsu notes, great engineering managers actively listen to their team members’ concerns and address them by building a cohesive working environment. 

Read the complete article.

Are you an engineering leader looking to scale your team? 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 ensure your developers deliver to your standards.

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 29, 2021
Four Strategies That Helped Facebook Navigate Organizational Change Post-pandemic
For Employers

Four Strategies That Helped Facebook Navigate Organizational Change Post-pandemic

Inspirational leaders from Facebook share key insights about navigating organizational change post-pandemic

Growing organizations need inspirational leaders to steer them towards success post-pandemic. According to Facebook’s engineering leaders, flexible work hours, greater empathy, and communication can help organizations guide their teams through this phase. 

This post dives into the key strategies that helped Facebook cope with organizational change amidst the pandemic.

Key takeaways:

Embrace empathy and personalized communication 

Leaders must be more empathetic towards their team members to build a sustainable work culture and ensure high productivity. 

According to Mudit Goel, Director of Engineering for Real-Time Communications (RTC), everybody has a different situation at their home which we must not forget. “I’ve seen kids pop into the middle of a meeting to hug their parents. I’ve seen fire alarms come through, and I’ve seen a person I was talking with attacked by fire ants! We all have to find ways to work with others’ constraints,” he explains.

Jerome Pesenti, VP of AI, agrees: “As leaders, we need to show a lot of empathy for what people are going through and allow everybody to have as much of a normal life as possible, given the circumstances. Being mindful of what teams are experiencing is the key to staying calm, offering guidance, and showing support.”

Lead by example, and don’t hesitate to reach out for help

Jerome further adds that it is essential for leaders to live by example. “Many leaders on my team and across the company have shown that they need to adjust their regular schedule. We need people to find balance in a new and sustainable way. Find what works for you and makes you most productive,” he shares.

Surupa Biswas, an Engineer Director of Facebook’s Developer Infrastructure Group, agrees with Jerome. She says it has been quite a revelation to see people accept help from all corners of the company, and she too has taken to it. Biswas adds: “Facebook has such a big company growing on all fronts; still, all of us here feel like we are a part of a big team working together.”

Fierce prioritization in the face of uncertainty

Prioritizing relevant work and linking it to a core mission can help teams stay motivated. Focusing on business goals for organizational change will not be enough to help teams adapt. Leaders should balance both—empathy and inspiration. 

Ning Li, VP of Engineering of Facebook Apps, says while it is essential to address new challenges, leaders focus on what is critical in the moment. According to her, it is okay to cancel certain projects as long as you focus on what’s relevant. 

Li elaborates further: “For example, our team’s pivot to support small businesses is crucial right now. We’ve reprioritized our work, so our services run well for the businesses that need them. This stays true to Facebook’s mission.”

Share and utilize productivity insights

Sharing and utilizing productivity insights helps employees who are starting in an environment that is new to them. Engineering leaders should also test and sharing productivity hacks alongside their teams.

Goel also shares how leaders can learn from their teams. “Many people are facing similar challenges, and we’re all learning from each other. We tell each other about the different things we’re trying while working from home, and we talk about which one’s work. We also discuss the specific problems we’re facing and share how we’re overcoming them,” he explains. 

For Biswas, creating a new schedule has been very helpful. “I try to have all of my critical meetings between 8:00 am and noon,” she adds. That way, she has more time throughout the day for her personal activities. 

Not just Facebook but organizations worldwide are experimenting with novel management practices to adapt to a distributed workforce. As more and more organizations shift to remote work culture, leaders need to develop new ways of empowering their team members. Most importantly, they need to understand that the future of work requires a flexible, high trust, inclusive and compassionate culture.

Read the complete article.

Are you struggling to recruit skilled software developers since the pandemic? 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 ensure your developers deliver to your standards.

For more information, visit Turing’s Hire page.

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

Hire Developers

By Sep 6, 2021
Benefits of working remotely, like work-life balance and flexibility, make employees trade a pay raise for permanent remote work, affecting the hiring strategy.
For Employers

Here’s How Remote Work Is Affecting Hiring and Retention Strategies

Benefits of working remotely, like better work-life balance and flexibility, make employees trade a pay raise for permanent remote work, affecting the hiring strategy.

How popular is remote work with employees? For instance, would they choose to work from home over a $30K pay raise? Would they give up an exciting job offer for it? Surveys from Blind, HRM, and EY revealed the answer to be a resounding “Yes.”

This article examines workers’ hesitations around returning to the office, its implications on recruitment and retention, and how remote work poses an easy solution. 

COVID-19, caregiving, and flexibility are primary concerns for workers 

The pandemic has altered worker preferences. COVID-19 risks and caregiving concerns are causing anxiety and angst among employees, thereby deterring them from returning to the office. The HRM study also found that employees expressed a growing desire for better work-life balance, less commuting, and increased flexibility—all prime features of remote work. 

EY surveys further showed that nine in ten workers now want greater flexibility in when and where they work. In addition, caregivers, tech and finance workers, and managers/leaders are more likely to switch jobs over the matter, proving that popular pandemic work trends are becoming the norm.

The absence of flexible work is a deal-breaker for employees 

Post-pandemic, flexible work will play a critical role in employee career decisions. EY reported that more than a quarter of respondents claimed better work-life balance would be a principal factor in deciding whether to interview for a role. Sixty-seven percent would accept a job only if allowed some element of work flexibility. Over half would consider leaving their current position without flexibility in work hours and location. The majority of employees who declined job offers cited “lack of flexibility” as the main reason. The findings mirrored the HRM study, wherein 44 percent of respondents stated they would refuse a role without some form of remote work. 

Employers that embrace remote work will have better hiring prospects. Concurrently, companies without work flexibility will lose out on both existing and future talent. 

Remote work trumps pay raises for employees

So profound is employee desire for remote work that workers are willing to trade a pay raise for it. Blind’s survey of 3000+ employees from the largest US companies—including Google, Amazon, and Microsoft found that 64 percent of respondents chose permanent remote work over a $30K pay raise. 

For specific companies, the number goes higher; 81 and 89 percent of Lyft and Twitter professionals, respectively, preferred remote work.  What’s more, every single Zillow Group employee chose permanent WFH. Employees from just two of the 45 firms surveyed by Blind showed more interest in a raise—by slim margins. 

To sum up, concerns about COVID-19 exposure and caregiving responsibilities are compelling employees to work remotely. Moreover, workers have grown accustomed to the flexibility, safety, and work-life balance that remote work offers. Today, people will go to great lengths to work remotely, even turning down job offers or sacrificing a $30K pay raise. Employers will need to make flexible work options a crucial part of their hiring and retention strategies to attract the best talent. 

If your company needs help sourcing, vetting, matching, or managing remote employees, Turing can help. Hire from a giant talent pool of top 1% of 700K+ remote software developers, pre-vetted over 5+ hours of tests and interviews. Our onboarding process and management platform enable Turing developers to quickly get up-to-speed and integrated with your existing team while providing tools to ensure the efficient management and high productivity of developers.

For more information, visit Turing’s Hire page. 

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

Hire Developers

By Aug 3, 2021
Investment in broadband will alter the future of work and make talent more accessible for tech companies.
For Employers

$100 Billion Investment in Broadband Could Create Larger Pools of Tech Talent

The American Jobs Plan will have implications on the future of work like better access to talent for tech companies & a rise in skill training for tech workers.

As part of the American Jobs Plan, the Biden Administration announced a billion-dollar investment in broadband infrastructure, which will have significant implications on the future of work; the investment could help solve the tech talent shortage problem, train the next generation of tech workers, and create diverse pools of talent. 

Here’s a breakdown of its principal implications for tech companies and workforces:

An investment in broadband could solve the tech talent shortage

Presently, tech jobs are abundant: Interviews for technical roles grew by 106 percent since the start of the pandemic. While the growth rate for other roles is 4 percent, demand for software developers is slated to grow by 22 percent. Sixty-one percent of HR professionals worry about meeting this demand with talented candidates. 

Companies adopting remote work can access a larger talent pool, bridging the gap between demand and supply. Recognizing this, top firms like Google, Twitter, Coinbase, and Atlassian have already embraced flexible work arrangements. 

However, almost a quarter of American adults—disproportionately residents of rural areas—lack high-speed broadband connections at home, preventing them from joining the remote workforce. A billion-dollar investment in broadband access for every American could change that.

The proposal will train future tech workforces

The proposal will allocate an additional $48 billion for in-demand skill training, such as STEM training. For instance, the initiative will fund computer science courses for high-schoolers and community college-goers. It will similarly train tech workers who would traditionally find such programs inaccessible, thereby expanding the talent pool to keep pace with growing demand. 

In parallel, tech companies should revamp vetting systems based on academic merit and hire from non-traditional programs, such as those the American Jobs Plan would fund. To that end, Google and Apple are already changing the paradigm by removing college degree requirements for certain jobs.

Companies will have greater access to diverse talent

The growing digital divide in the U.S. is depriving many low-income and underserved families of internet access. For example: in California, 25 percent of students—disproportionately Black, Latinx, or Native American–can’t attend remote school because they lack internet access. An investment in broadband infrastructure will bridge this divide and enable underserved Americans of all backgrounds to be part of the remote tech workforce. 

Research has shown that diversity helps companies stay competitive. Innovation generated a greater portion of revenue in companies with above-average diversity, which translated into better financial performance. Firms with diverse management teams produced EBIT margins almost 10 percent higher than firms with below-average diversity.

In this manner, significant investment in broadband infrastructure and technical training could create larger, more diverse talent pools for firms to hire from.

Read about the proposal in detail.

Recently a number of fast-growing companies have begun to attack the tech talent shortage problem with novel solutions to help companies find people with specific skills. For instance, Turing.com enables companies to hire from a large, diverse global talent pool of top 1% of 700K+ senior, pre-vetted developers with strong technical and communication skills. Firms can hire across 100+ skill-sets such as React, Node.js, Python, AWS, Java, among many others. Finding talented candidates to fill critical roles is no longer a challenge for employers. 

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 Jul 21, 2021