Jayalakshmi Iyer

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About Jayalakshmi Iyer

Jaya is a Copywriter & Content Writer and has worked for businesses in over 27 different niches. She’s written over 200+ blogs to date and when she’s not writing, she can be found obsessing over a book.

custom software development
For Employers

Eight Advantages of Custom Software Development

In this post, we’ll talk about what’s custom software development, its benefits, and how much it costs to build a custom software solution for your business

Commercial off-the-shelf software solutions don’t always cater to the specific needs of enterprises, which is where custom software development comes into play. 

Businesses looking for software solutions tailored to their demands need custom software development. 

A custom software development process includes brainstorming, designing, building, testing, and maintaining applications developed with specific functionalities in mind. 

In this post, we will:

  1. Understand what custom software development is
  2. Discuss the benefits of custom software development
  3. Compare custom software with off-the-shelf software solutions
  4. Learn how to create custom software, and
  5. Understand how much it costs to build custom software.

So, let’s jump right in!

What is custom software development?

Custom software, also known as bespoke software or tailor-made software, is a technological solution explicitly designed based on a company’s unique needs. Businesses build them to improve efficiency, productivity, and customer relationships.

Commercial off-the-shelf software (COTS) solutions are mass-produced for many customers. 

Custom software development, also termed custom application development, is creating software applications to be used within an enterprise. It serves to automate complex, manual, or repetitive tasks that may otherwise require several systems.

Custom software development helps businesses gain an edge over their competitors and scale their business to the next level.

Custom Software vs. Off-the-Shelf

  1. Speed. Since off-the-shelf products don’t need to adhere to specific requirements, they are often faster to build. 
  2. Price. Developing a custom application is a pricier option. 
  3. Customization. Custom software allows businesses full reign to customize their software to tackle specific challenges. Unfortunately, it’s decidedly difficult to do so with COTS products. 
  4. Community. COTS solutions have a bunch of businesses that can vouch for its functionality and efficiency. Building a custom application doesn’t allow you to check reviews to see how good it is. In this case, COTS products offer a better sense of community.
  5. Competition. Custom applications allow you to customize and modernize your business and gain a competitive advantage. It is an excellent way to stand out in the marketplace.

Benefits of custom software development

Targeted Solutions

custom software targeted solutions

Custom software development: Targeted solutions

One of the primary benefits of investing in custom programs is addressing a company’s exact needs and specifications. As a result, businesses can shape programs according to their requirement instead of working around the limitations of off-the-shelf software solutions.

Highly customizable and scalable

As your company grows, it’s normal for the goals and objectives of your business to change. 

If you purchase an off-the-shelf software solution, you may not be able to adapt the tool to suit your business’s changing needs, or it may be too expensive to do so.

Custom application development allows organizations to have complete control over their software code. When required, companies can adapt the application’s features to meet their needs.

Seamless integration

custom software seamless integration

Custom software development: Seamless integration

Businesses can easily integrate custom applications with the third-party software solutions your business is already using.

Most commercial off-the-shelf software tools are generic. Therefore, it’s challenging to integrate them with the system you already have in place. 

Hardware expenses

Purchasing a license for commercial software products often requires businesses to invest in additional hardware to ensure it runs smoothly. 

When businesses build custom programs in-house, developers can consider the company’s current hardware capabilities while building the software. 

This process saves the company quite a bit of money and saves it from forcefully adapting to what’s available.

Data security

With businesses building a global remote workforce, data security has become an even bigger priority. 

A custom application ensures that the company’s data is secure, thereby eliminating the additional expenses associated with security while dealing with off-the-shelf solutions.

Continuous Support & Maintenance

Having a dedicated development team on board will help ensure you have technical support anytime you encounter an issue. An in-house team also knows the software solution inside and out and can effortlessly tweak or update the application when you need it.

Reliability

Working with a commercial off-the-shelf software solution forces you to rely on the company that has developed the product: the terms and conditions, subscription costs, future of the product, features, and functionalities.

If the company stops the software product or goes bankrupt, your business may experience chaos while transitioning to another product.

A custom program lasts a lifetime unless you decide otherwise. So while you do need to consider the added costs of maintenance, you have a lot fewer things to stress about in the long run. 

Exclusive ownership

Unlike COTS solutions, custom applications give the company complete ownership over the final product. This control means business owners have the freedom to make changes and leverage the software program to its fullest potential.

Furthermore, you don’t need to worry about complicated rules and regulations.

How to build custom software solutions for your business

The steps listed here are just to give you an understanding of the custom software development process. In reality, it is much more complex than they appear.

  1. Identify pain points. Know what you need to address while building your software solution. 
  2. Brainstorm ideas. Let your software development team brainstorm solutions to the challenges you’ve identified. This exercise will help you create an outline of the features and functionalities of your software.
  3. Set goals. Create a list of tangible goals you want to achieve, like scalability or lead generation. Establishing measurable goals will help you understand how well your software solution performs.
  4. Research software development requirement. This initial step is to create a plan that outlines exactly how the team will do the project. If you have an in-house software development team, that’s excellent. If not, you can outsource your software development needs and have them review your proposal and build your software program.
  5. Build the final product. The final product is where you create a design that envisions your custom software’s appearance, and so the team can begin the coding and implementation. Then it’s all about building, deploying, and refining your software until it’s finally ready to be launched!

How much does it cost to develop custom software?

Depending on how extensive your software solution is, the cost of building it will vary. 

Factors like the size of the software, design, complexity, data migration, and third-party integrations will considerably impact the final cost.

Furthermore, the cost of developing a custom software solution can range anywhere between $2000 and $250,000.

Summary

Building a custom software solution can seem daunting due to its myriad considerations. As a result, many entrepreneurs won’t even try to build a custom solution, which can be a big mistake for companies.

You will need a team of skilled and experienced software engineers to build a software program. 

If you don’t already have an in-house software development team or are looking to hire dedicated developers for your team, Turing can help.

Turing is a deep jobs platform that allows companies to recruit skilled senior remote developers. You can take advantage of Turing’s tried-and-tested vetting process to have your pick of qualified remote software developers. 

You’ll have access to a talent pool of the top 1% of 1M experienced developers with strong technical and communication skills who can work according to your requirements. 

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

Hire Developers

By Jan 11, 2022
Successful Software Development in a Hybrid Environment
For Employers

Successful Software Development in a Hybrid Environment

Juan Hoyos, CCO at Cinq, shares strategies managers can implement to ensure that their software development team thrives in hybrid work culture.

With the remote and hybrid work culture, COVID-19 has transformed how we work.

The pandemic forced software development teams — and of course, employees in all non-essential sectors — into working from home. Conferences moved to Zoom, water-cooler and gratitude channels shifted to Slack, and companies created extensive virtual project management systems to ensure their businesses functioned efficiently.

Even before the pandemic, businesses (usually in Silicon Valley) built offshore software development teams; therefore, the shift to remote work wasn’t an entirely new phenomenon for this sector.

However, businesses have started moving back to their office with the vaccines rolling out. But not everyone has adopted the traditional work structure. 

According to WFH Research, amongst the 5,000 respondents surveyed, 73 percent were looking for a hybrid work culture where they have a little more flexibility and freedom about where and when they work. 

After realizing the benefits of building a global remote workforce, businesses have kept in mind the lessons they’ve learned during the pandemic and have started adopting a hybrid work culture. 

This shift from a distributed workforce to a hybrid model can cause unnecessary strain on a company’s digital transformation. 

Juan Hoyos, Chief Commercial Officer at Cinq North America, shares strategies managers can implement to ensure that their software development team thrives in a hybrid work culture. 

Build a highly inclusive hybrid work culture 

Successful Software Development Hybrid Environment

Build a highly inclusive hybrid work culture

While working with a hybrid workforce, it’s critical to focus your efforts on building a highly inclusive work environment.

All the team members, be it in-office or remote, should have the same access to managers, HR, and the technologies required to work on projects successfully and engage with clients. 

With a hybrid workforce, it’s easy to overlook remote employees and conduct impromptu, informal meetings in the office to make quick decisions. Unfortunately, instances like these may alienate your remote employees, which is the last thing you want.

We’ve learned that the best way to build an inclusive hybrid work culture is to take an all-virtual or all-in-person approach during client meetings, says Hoyos. 

Ensure that all the training and career advancement opportunities are available to the same degree to all employees regardless of whether they’re physically present in the office or not. 

Strategize your onboarding process to ensure all the team members get the chance to know each other. For example, you can take the client meeting approach and build a mostly virtual onboarding process for your software engineers.

Brainstorming, collaboration, and knowledge-sharing 

Employees are used to impromptu meetings and physical ideation sessions. Moving away from the office has dramatically impacted brainstorming, collaboration, and knowledge-sharing. This shift indirectly has affected the level of innovation in software development teams. 

To cover the gap between hybrid work culture and innovation, engineering managers need to use remote collaboration tools to encourage interaction between their team members. 

From daily syncs to check-ins with clients and coworkers, software development teams can use various remote communication tools. 

Employees would often walk up to their colleagues’ desks to clarify a task in an office setting. Such conversations build a stronger relationship between coworkers. 

While walking up to your coworker’s desk may not always be feasible in hybrid work culture, technical leaders should encourage their team to have more impromptu chats and “instant” meetings with their team members like they would in the office. 

Instead of asking a coworker to clear a doubt which may be complex via email or Slack, ask your developers to jump on a quick 5-minute video call.

For a hybrid work culture to thrive, engineering managers should empower their teams to interact, share, and collaborate efficiently to build cutting-edge technologies.

Hybrid work culture: Trust your team members 

Successful Software Development in Hybrid Environment

Trust your team members

According to a Harvard Business Review report, 34 percent of employees felt that their managers lacked enough confidence in their work skills. An even higher percentage said their managers doubted their ability to finish their tasks and felt pressure to stay online to prove themselves.

This lack of trust significantly impacts the software development team’s productivity and performance. 

Remote developers are going to be working from different time zones. Furthermore, they have their peak hours of productivity. Therefore, micromanaging them is the last thing engineering managers should do. 

Instead, build a culture of authority where you hold developers responsible for the outcome rather than the activity. 

Be transparent and open an honest dialogue with your hybrid team. Innovation in software development is nearly impossible if your team doesn’t feel valued, trusted, or motivated to work together.

What do you think is the key to successful software development?

Summary 

Businesses are now building software development teams by hiring developers globally based on their skills rather than their proximity to the office. With companies returning to the office, adopting a hybrid work culture is the best possible solution for businesses focusing on digital transformation.

You can employ the strategies highlighted in this blog to ensure your software development team continues to work efficiently in a hybrid work environment.

You can read the complete article here.

To build cutting-edge technologies with a hybrid team, you need to hire capable and experienced remote software developers.

Turing is a deep jobs platform that allows companies to recruit skilled senior remote developers. You can take advantage of Turing’s tried-and-tested vetting process to have your pick of qualified remote software developers. 

You’ll have access to a talent pool of the top 1% of 1M talented and experienced developers with strong technical and communication skills who can work according to your requirements. 

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

Hire Developers

By Jan 6, 2022
Software Engineering Talent Shortage
For Employers

How to Lead through the Global Software Engineering Talent Shortage

Finding and hiring talented software engineering professionals has become a challenging task. Implement these strategies to tackle this global talent shortage

Finding and hiring talented software engineering professionals has become a challenging task because of the rapid transformation in the workforce. The current scenario post-COVID has the corporate world facing a massive talent shortage. 

With the number of vacant job positions due to the gap in demand, supply, and skill level, businesses are trying harder than ever to find and retain skilled software engineering experts. 

The US Labor Statistics cited a report where the talent shortage has added up to 40 million skilled workers worldwide as of December 2020.

If the global talent shortage trend continues, this could result in companies worldwide losing around $8.4 trillion in annual revenue by 2030.

According to a report by McKinsey, 44 percent of businesses are expecting a skills gap in the next five years.

Now, more than ever, business leaders have to build a comprehensive strategy to source, hire, and retain talented software engineering professionals.

Organizations can’t fall prey to this global talent shortage; it’ll create a massive impact on the company’s recovery and growth, both short-term and long-term. 

How can leaders tackle this software engineering talent shortage? 

Business leaders need to ensure that their software engineering experts are happy with their job roles. Giving developers ownership over their work will strengthen their sense of authority.

Give people the freedom to make their own decisions and let them know which decisions require your approval so they have a clear understanding of your expectations. 

Additionally, you can empower your team to be more independent by reducing the frequency of status updates, thereby increasing their autonomy.

Instead of criticizing your software engineering professionals over a failed task or a project, encourage them to understand where they went wrong. 

Empowering your team to gauge their mistakes and helping them recognize how they could have done things differently will boost their decision-making skills.

There are two effective ways for leaders to inspire their team’s software engineering experts.

  1. Set goals. When a leader sets an inspiring goal and strives to achieve the same, it motivates the team to see their potential.
  2. Big picture. When software engineering experts understand the impact their work can have on the company and the world, it gives them a sense of purpose to work more dedicatedly.

Here are three things hiring managers can implement within their hiring strategy to work through this global talent shortage efficiently.

Don’t enforce rigid requirements. 

Over the past couple of years, tech giants like Google and Apple have stated that individuals don’t need a college degree to land a job. Instead, their primary focus is hiring software engineering professionals who have the skills required to get the job done, whether they have a degree or not. 

This shift in hiring criteria opens up more job opportunities for talented software engineering experts. In addition, it helps businesses tackle the global talent shortage by finding employees who can add tremendous value to the company.

The future of work for software engineering professionals is remote.

software engineering remote work

The future is remote work for software engineers

Businesses have realized the benefits of building a global remote software engineering workforce. However, after working remotely for over fifteen months due to the pandemic, many companies are sceptical about moving back to the traditional work model. 

Giants like Twitter and Upwork lead the remote work revolution by adapting a 100 percent remote work model.

While not many organizations may take this step, most have opted for a hybrid work model.

This switch has given companies the flexibility to access a global talent pool instead of restricting themselves to a 20-mile radius around their office. 

This access to international candidates has given companies the freedom to build their software engineering teams solely based on talent.

Additionally, remote software engineering professionals have a healthier work-life balance that encourages them to put their best foot forward.

Will you be open to hire remote talent to bridge the talent shortage?

Qualification assessments for software engineering professionals

Software engineering Qualification assessments

Qualification Assessments for software engineering professionals

If your hiring strategy includes sorting through resumes as the first qualification step, you need to rethink your strategy. 

Shining resumes, or lack thereof, don’t always reflect the candidate’s actual skill and potential. And more often than not, it’s the recruiting software that sorts through these resumes.

It’s fair to say that this step is a huge problem that needs to be addressed.

Therefore, it’s a much better option to conduct a qualification assessment to gain real insight into the skill level of your candidates. 

You can effortlessly cut through the noise and hire skilled developers at scale and do it quickly by flipping the process on its head. 

Summary 

Businesses that want to survive this global talent shortage need to evolve with time. 

The current generation understands their worth; they have big expectations from their employers and are willing to look for opportunities elsewhere when employers disappoint them.

To close the demand-supply talent gap, you can implement the talent attraction and developer retention strategies mentioned in this blog to source, hire and retain skilled software engineering experts who’ll be an asset to your business.

You can read the entire post here

Turing is a deep jobs platform that makes it extremely easy for businesses to recruit talented and experienced remote software developers. With Turing’s tried-and-tested vetting process, you can have your pick of qualified software developers. 

You’ll have access to a talent pool of the top 1% of 1M skilled senior software developers with strong technical and communication skills who can work according to your requirements. 

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

Hire Developers

By Dec 18, 2021
Software development
For Employers

Six Strategies to Encourage Innovation in Software Development

Here are six ways business leaders can drive innovation in their company, especially in the software development sector

Innovation in software development is instrumental for businesses to set their products and services apart from their competitors. Software innovation drives the change that later gets adapted as industry trends. 

Innovation in software development is even more critical because engineering teams focus heavily on technical superiority. While this is great, it might make businesses become less forward-thinking and find themselves disconnected from the end-users of their products and services. 

Businesses need to build a culture of innovation to stay on top of their game. 

In this post, we’ll talk about six ways you can drive innovation in your business, especially in the software development sector.

Build an offshore software development team

offshore software development team

Build an offshore software development team

Building an offshore team for software development can be beneficial for any organization, primarily when focusing on innovation.

A dedicated software development team is a powerful resource for companies who want to push the boundaries in their industries. 

Not only does it enable them to access talent from all over the world and hire solely based on their skills, but they can also take advantage of the diversity of their team. When highly qualified developers from different cultures come together, it can help the company gain an edge in brainstorming and creativity. 

Give your software development team time to be creative

Innovation doesn’t happen when you deem it to happen. If employees spend their entire day completing their tasks, they have no room to think creatively. Innovation needs patience and time. 

Giving your developers ‘thinking time’ is essential to generate out-of-the-box ideas that can help drive the business forward.

At Turing, we hold Innovation Hub days where we brainstorm any creative ideas the members have and see how the company can implement the best ideas. 

Another alternative is organizing hackathon sessions where developers can solely dedicate time from their schedule to develop and test new creative ideas. 

Implementation

Simply establishing a culture where you brainstorm creative ideas isn’t enough. For true innovation to happen, businesses need to have a system to implement these ideas. 

Innovation in software development needs managers to take the step to give life to their ideas. When engineering managers take the initiative to execute their team’s ideas, it builds a culture where continuous innovation is actively encouraged. 

Acknowledge and reward your software development team for their contributions

Software development team

Reward your software development team

Recognizing your developers’ contributions has long been a cornerstone for job satisfaction and future performance. It helps employees understand that their organization values them and their contributions.

While most companies think that big bonuses are the only way to reward employees, that’s not true. Beyond compensation, businesses can offer rewards as simple as a more flexible work schedule, paid leaves, or the opportunity to develop a unique idea into a proper project. 

Such recognitions help employees gain the motivation to continue working hard and feel secure in their value.

Happy and satisfied employees are much more productive than stressed and underappreciated employees in terms of innovation.

Which software innovation trend do you think will be the most popular in 2022?

Allow your team to fail

If you’re looking for innovation in software development, you need to give your developers the freedom to pursue their ideas and not push them to win every time.

When businesses penalize their employees (by asking them to work overtime or firing them), it discourages them from finding new ideas and taking the risk to implement them before discarding them.

The secret to promoting innovation in software development teams is not expecting the team to be successful every time but instead adopting an open, risk-free environment and a company culture that doesn’t chastise failure. 

If something goes wrong, have your team’s back and encourage them to treat it as a learning experience.

You can go one step further and encourage your software development team to embrace the ‘dare to fail’ attitude. For example, Google rewards its employees for failing. By publicly applauding their staff for their failures, Google has encouraged its scientists and engineers to test their more daring ideas without the fear of facing repercussions. 

Leaders should be involved in the process

Team leads and managers are primarily responsible for creating an environment that encourages innovation. Therefore, team members should build a sense of trust and dependence on their leaders for innovation in software development. 

If your developers feel like you’re open to embracing new creative ideas and acknowledging their contributions, they’re more likely to put in the effort.

Summary

The pandemic has increased the demand for software technologies. Therefore, innovation is the only way for businesses to keep up and set themselves apart from their competitors. 

With the strategies listed in this post, you can develop an effective way to boost innovation in software development in your organization.

You can read the complete article here

However, one obstacle you need to overcome before doing anything else is finding capable developers who can implement them. 

Turing is a deep jobs platform that allows businesses to recruit experienced senior remote software developers. Turing’s tried-and-tested vetting process gives you the freedom to have your pick of qualified software developers. 

You’ll have access to a talent pool of the top 1% of 1M skilled and experienced developers with strong technical and communication skills who can work according to your requirements.

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

Hire Developers

By Dec 14, 2021
Engineering manager
For Employers

Three Things Every Engineering Manager Must Focus On

Former Director of Engineering at Dropbox, Jessica McKellar, shares practical strategies and insights to become a successful engineering manager

Becoming an engineering manager may seem daunting if you’ve spent the better part of your career honing your technical skills. In this post, Pilot CTO, Jessica McKellar, shares her experience in the engineering management field and the important lessons she learned on her journey—from being a team lead to a technical leader.

She distills her experience into simple ideas to help technical leaders become successful.

According to McKellar, as an engineering manager, there are three things you need to focus on:

  1. Directly supporting the people in your team
  2. Managing the execution and coordination across teams
  3. Observing and evolving the processes as the company and team grows.

How can an engineering manager directly support their team?

Engineering managers

How engineering managers can support their teams

As an engineering manager, you have to ensure that your team members are functioning efficiently. 

How? By focusing on two things: Your engineers’ day-to-day and year-to-year.

And as a leader, it is your responsibility that their day-to-day front aligns with their year-to-year goals. 

While taking care of your organization’s requirements, you can assign engineers projects that help them succeed in dimensions they care about.

But to find the right opportunities for your engineers, you need to identify their career goals and take them into consideration while devising their role in the company. 

Here are three questions that McKellar highlighted to get a better understanding of your engineers.

  1. What skills do they want to improve?
  2. What technical and non-technical experiences are they seeking?
  3. How do they want to increase the scope of their impact at the company?

“You may want to know what someone wants to be doing in five years, but that’s a huge ask. And there’s this unspoken pressure to seem like you want to be at the same company,” she says. 

To overcome this pressure and encourage transparent discussions, it’s your responsibility as the manager to open the dialogue and talk about your career aspirations. Let them know that it’s okay if they have to eventually go somewhere else or do something different to pursue their career goals. Your honesty and encouragement will empower your team members to open up about themselves.

In addition to transparent discussions, have a framework to recognize what excites people outside their job description. 

Let these observations be the basis of conversation with you engineers and help you devise incentives that actually motivate them. Help them realize their career goals and provide a deeper understanding of exactly how your company will help them move forward in that path.

A team’s capacity is directly aligned with the engineering manager’s execution skills  

Engineering manager

Team’s execution depends on engineering manager’s skills

Every successful engineering manager has transitioned from being an engineer. It is your responsibility to recognize engineers who want to stick to coding and those who want to move into engineering management.

If you can help the people on your team grow their individual capacity, you’ll be able to get exponentially more done, says McKellar. 

Trust your technical leaders to do their job and break down, delegate, and execute complex projects by themselves. Give them space to make mistakes and grow from them instead of you jumping in at the first sign of trouble.

Another way to boost your team’s capacity is by supercharging learning. Maintain a balance between new and experienced engineers working together and give them equal opportunities to share their knowledge. 

New employees bring fresh perspectives, and experienced employees bring discipline and the company’s culture to a project. And hence, it is important to distribute projects evenly to level up your entire team. 

Every engineering manager should empower their team with the right tools and processes

Develop a process that not just lets your team know about the project at hand, but exactly how it will contribute to their future, says McKellar.

Observe and understand how your team members want to grow as engineers. Then, incorporate these insights into your process in a way that matches them with high-impact projects aligning with their career goals.

Provide a productive development environment: This includes giving them access to the right tools and creating a straightforward onboarding process that’ll ensure your new employees can find their bearings smoothly.

Regular check-ins: Create a precise system for feedback to ensure that a long and complex project stays on track. Be proactive about communication and hold unblocking sessions to clear away issues that are hindering their productivity.

Incorporate coding reviews, architectural reviews, and planning discussions into your feedback process to capture granular technical feedback and gain insight from a higher level, says McKellar.

Be transparent: Let your engineers know what’s happening on an executive level. This transparency will give them essential company context and make them feel included and invested in the company.

Organic Motivation: While managers can try to keep their engineers in high spirits all the time, it doesn’t always help. Instead, focus on pairing engineers with the right projects. 

Help your engineers look at how the project will impact the company. Realizing their work will be recognized at such a huge scale is a huge motivator. That way, they won’t need much external motivation to get it done to the best of their abilities.

Which skill is a must-have for an Engineering Manager?

To conclude

While becoming an engineering manager is exciting, managing a team can become scary without the right mindset, insight, and practices. Most of the challenges of becoming an effective engineering manager are personal, not technical. 

Take advantage of Jessica McKellar’s decades of experience, and implement her strategies to become a better engineering manager.

You can read the complete article.

But in addition to developing the skills you need to become successful as an engineering manager, having skilled and experienced software engineers in your team is crucial.

If you’re looking to hire skilled remote software engineers for 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 1M+ developers with strong technical and communication skills who work in your time zone. There’s no risk. Turing offers a free two-week trial period to make certain 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.

Hire Developers

By Dec 8, 2021
Data scientists hiring process
For Employers

How to Hire Good Data Scientists?

Jeremy Stanley, Chief Data Scientist at Sailthru, simplifies the hiring process for data scientists at his company.

Businesses are constantly improving their hiring process to source and recruit data scientists who can help them analyze trends, apply analytics, and discover features and insights that influence product direction. Data scientists help implement machine learning and AI technologies on a large scale to boost metrics like engagement, retention, and returns.

While the demand for data scientists is multiplying, most businesses don’t have a clear hiring strategy to find and recruit qualified data scientists.

In this post,  Jeremy Stanley, Chief Data Scientist and EVP Engineering at Sailthru, breaks down the hiring process for data scientists at his company.

Here are the key takeaways:

Foundation of your hiring process

Hiring process foundation

Hiring strategy: Foundation of the hirng process

If you already have a recruitment process in place, here are three factors you need to keep in mind to improve your existing hiring strategy.

  1. Maximize the accuracy and success rate in finding exceptional employees and ensuring they accept your offer.
  2. Reduce the chances of good candidates falling out of your hiring process early.
  3. Ensure that the hiring process doesn’t consume a lot of time and effort on your part.

Along with these factors, you need to build a strong foundation and develop a set of core principles to ensure you meet all your objectives.

Here are the fundamental principles you should apply to your hiring process:

Ensure that your hiring strategy is a continuous process.

Your hiring process shouldn’t be seasonal, where you go all out and devote all your time to finding and mass hiring exceptional people. Instead, create a hiring process where your recruitment campaign is always on and continually improving.

Steer clear of standard interview questions. While you may get a general idea of what a candidate can do, it doesn’t give you a clear picture of how qualified they are for the role you’re looking to fill.

Tailor your questions based on what tasks you expect the candidate to perform when they join the team.

“Understand what problems your team is currently facing and the challenges you expect successful candidates to handle,” says Stanley.

Create an objective hiring process to minimize your biases.

For hiring a data scientist, strong programming and quantitative skills are a must. So let your interview begin with testing these skills.

Next, you can move on to more subjective skills like communication and problem-solving. And, in the end, you can evaluate how well they’ll fit into your company and team. 

Don’t judge them right off the bat based on their compatibility with your company. It may cloud your sense of unbiased assessment and result in losing a great prospect prematurely. 

Design a structured hiring process to present a positive first impression.

Most hiring processes involve three or four interviews with different people asking the same questions. Candidates then have to wait for days to receive feedback, and in the end, they may not even have all of their questions answered.

Your hiring process will be their first insight into how your company works, and you need to have a transparent structure in place. 

Let them know how it’ll be like working with you and the team by giving them a thorough understanding of your company culture and the challenges you expect them to face.

Include the team in the decision-making process.

Hiring process

Hiring strategy: Include your team in the hiring process

Have a clearly defined and tangible framework to evaluate the candidates.

Additionally, if you expect the data scientist to collaborate with other teams, involve key stakeholders in those areas while making the final decision.

Speed up your hiring process.

While it pays to take your time to evaluate your candidates thoroughly, chances are you may lose out on good prospects to your competitors.

Therefore, get your candidates moving quickly through your hiring process and invest in relevant tools and logistics to analyze different phases of your hiring stage. This practice will help you find aspects that you can improve to keep up the momentum of your hiring process.

Stages of the interviewing process

The interview process for a data scientist has six stages.

  1. Pre-screen stage

    Here you can review their resume, take a look at their past experiences and their qualifications. But if you’d like to steer clear of interviewer bias, you can simply skip this stage and send all prospective candidates the take-home test. 
  2. Take-home test

    This short test evaluates the candidate’s ability to solve problems in their field of choice.
  3. Sales pitch

    For candidates who’ve passed your take-home test, this is the stage where you convince them to come for the interview.
  4. Data day

    As a part of the next step, we call candidates for a day-long interview where they’ll have to solve an open-ended challenge and present their solution. This section of the interview is where you evaluate the candidate in a realistic and controlled environment.
    The number one thing that can help make this process smoother is preparation.
    1. Have a set of printed instructions as soon as they arrive.
    2. Provide them with a laptop and have all the necessary tools, software programs, and data easily accessible. HomeBrew, Eclipse, Anaconda (Python distribution), RStudio, R, Emacs & Vim, and Java 7 are a few notable tools you should provide.
    3. Ask candidates for their feedback and adapt it into your process to suit your company’s needs.
  5. Final decision

    According to Stanley, there are five essential criteria to evaluate your candidates.
    1. Problem structure. What assumptions did they make, and what strategy did they use to narrow down the scope of the problem?
    2. Technical skills. How readable, reliable, and flexible is the code they presented?
    3. Analytical skills. How sound is their logical reasoning for the approach they presented?
    4. Communication skills. How well were they able to present their work, strategy, approach, and conclusions?
    5. The value of their work. How worthy would your new hire’s work be to your company if it’s fine-tuned and implemented?
  6. Communication

    Communicating directly with the candidate is the final step in the process. Here, you follow up with the Data-day candidates irrespective of whether they received an offer letter. This process ensures that even if the outcome was not favorable for them, they receive personal feedback and learn from the experience.

Which criteria would you value the most while recruiting Data Scientists?

Having a systematic hiring strategy allows you to find candidates you may otherwise have looked over just because they don’t look attractive on paper. In addition, this comprehensive strategy will remove all the guesswork from your hiring process and give you enough information to make an informed decision.

You can read the full article here.

If you think designing a hiring process from scratch is a challenging task, you can take advantage of Turing’s tried-and-tested vetting process to hire highly qualified data scientists within a week.

You’ll have access to a talent pool of the top 1% of 1M talented and experienced developers with strong technical and communication skills who can work according to your requirements. 

Additionally, Turing’s tried-and-tested vetting process evaluates developers to a Silicon Valley standard allowing you to have your pick of qualified software developers without sucking up all of your engineering team’s time.

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By Dec 2, 2021
manage remote developers
For Employers

Eight Tips To Manage Remote Developers

Here are eight tips that team leaders can implement to effectively manage their remote developers and ensure all projects stay on track.

COVID19 has seen a significant rise in digital technologies. As a result, software development roles are now among the top remote-based jobs worldwide. Remote developers have embraced the work-from-home situation and have continued to prefer working remotely even with the corporate world gradually opening up again.

If businesses fail to create an efficient work environment for remote developers, the latter may choose to find an employer who can fulfill their remote working needs effectively.

In this post, we’ve listed nine tips that you can implement to effectively manage your remote developers and ensure that all your projects stay on track.

  1. Set clear expectations 

    The first tip to efficiently manage remote developers is to get your priorities straight by setting clear goals and objectives. Working with virtual teams makes it crucial for managers to precisely communicate what is required to eliminate any confusion and ensure on-time performance of all tasks.
    For example, if you expect your remote developers to develop a specific piece of code, give them a clear understanding of your requirements, expectations, project goals, and deadline.
    Such specific and measurable goals will ensure that your team knows what you expect.
  2. Establish communication guidelines for remote developers

    Effective communication is one of the most critical aspects when it comes to managing virtual teams. Establish different channels of communication instead of relying on a single channel.
    For example, while a live chat platform like Slack is excellent for quick clarifications, share important documents via email.
    This baseline rule will ensure that important messages don’t get buried under irrelevant messages.
    Furthermore, you should encourage remote developers to use video conferencing platforms like Google Meet and Zoom to clear up any doubts that may be unresolved with textual communication.

    Other than establishing multiple modes of communication, here are a few other things you can do:

    • Check-in with your remote developers regularly to ensure they aren’t facing any roadblocks. You can schedule weekly and monthly meetings for this purpose and give them a chance to know what everyone else is working on.
    • If you’re unsure whether or not a point is important enough to be mentioned, do it anyway. It’s better to over-communicate than leave room for ambiguity.
    • Acknowledge their progress and share your feedback periodically to give them the chance to improve themselves. 
    • Use project management tools like Trello or Jira to help your remote developers keep track of their tasks and boost their collaboration.
  3. Keep track of time zone boundaries

    Businesses that work with virtual teams frequently hire remote developers from all over the world. While this has its benefits, working across different time zones can make it challenging for the manager to organize everyday operations effectively.
    Virtual teams with engineers from different time zones can face limitations in interpersonal communication and interactive feedback.
    Therefore, use time overlaps as effectively as possible. To make the most of it, managers should schedule their regular check-ins and collaborative assignments during this time.
  4. Don’t micromanage remote developers

    Remote developers expect their managers to trust them to do their job without constant supervision. Remote developers choose this lifestyle of working from home because they value their autonomy.
    If you keep breathing down their neck, it will only lead them to get frustrated, directly affecting their productivity and performance.
    Therefore, instead of focusing on their activity, hold them accountable for the outcome. Establishing an ownership-types culture is especially critical if you’re working with remote developers from multiple time zones.
    As long as your team members meet their deadlines and keep up with their responsibilities, resist the urge to micromanage.
  5. Be flexible

    When you’re managing a team of remote developers, there’ll inevitably be times when they may not be able to finish tasks due to technological challenges out of their control.
    As a team leader, you should be flexible enough to take such situations in stride and adapt accordingly to ensure your project stays on track.
  6. Take your team’s opinions and feelings into consideration

    Remote developers feedback

    Feedback of remote developers

    When your remote developers provide feedback, it’s critical to take them into account. Some of them may help improve the workflow and boost overall performance, while others may not be practical to implement.
    As a manager, you have the freedom to take the final call. However, considering their feedback from time to time will make them feel valued and encourage them to share their input proactively in the future.
    When managing virtual teams, you have to go the extra mile and show them that you value and care about them.
    Two additional ways you can do this is by:
    • Ensure they get paid for their work on time. 
    • Recognize their contributions and be open about how grateful you are for their work.
  7. Non-disclosure agreement (NDA)

    NDAs are not just for big enterprises; small businesses with virtual teams can take advantage of this arrangement to protect their intellectual property.
    When remote developers sign an NDA, it usually includes clauses that restrict them from sharing ideas, concepts, and projects that the company may be working on with anyone without permission.
  8. Respect cultural differences in remote developers

    A diverse team means working with remote developers who come from different cultures. You must be mindful of these cultural differences while providing feedback or commenting on how they get their work done.
    Don’t alienate your software developers by using regional phrases or making them feel like you’re more comfortable working with people who share the same culture. 

Summary

Though virtual teams have been around for quite some time, it’s the pandemic that forced businesses to realize the benefits of working with remote developers. 

If you know how to manage your remote software development team effectively, you will realize that the productivity and performance of your developers don’t depend on their geographical location. 

You can implement these tips to successfully manage your remote team and ensure your developers are an asset to the organization.

Sourcing and hiring skilled and experienced remote developers is critical when you’re building your software development team. 

Turing is a deep jobs platform that allows businesses to source and hire skilled and experienced engineers planet-wide. 

You’ll have access to a talent pool of the top 1% of 1M talented and experienced developers with strong technical and communication skills who can work according to your requirements. 

Additionally, Turing’s tried-and-tested vetting process evaluates developers to a Silicon Valley standard, allowing you to have your pick of qualified software developers without taking up all of your engineering team’s time.

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By Dec 1, 2021
software engineering talent shortage
For Employers

How Can Companies Tackle the Software Engineering Talent Shortage?

Nate Nead, CEO of DEV.co and SEO.co., discusses the root causes of software engineering talent shortage and the steps to navigate this situation.

Over the past couple of years, businesses have witnessed software engineering positions remaining unfilled for months because of the growing talent shortage. According to US Labor statistics, this global talent shortage amounts to 40 million vacant positions worldwide. Expectations are that by 2030, this number will rise to 85.2 million. 

Due to the lack of skilled workers, companies worldwide may face up to $8.4 trillion in potential revenue loss.

Businesses have subjected themselves to a fierce bidding war sourcing skilled and experienced software engineering professionals. McKinsey’s Global Survey reflects that 87 percent of companies have already started experiencing a talent shortage or expect to face one soon.

In this post, Nate Nead, CEO of DEV.co and SEO.co., discusses the root causes of this global software engineering talent shortage and the steps businesses can take to navigate this situation.

Why businesses are experiencing software engineering global talent shortage

Increase in demand

The demand for skilled software engineering professionals has steadily increased over the past few years. Though they’ve been in high demand for quite some time, the rise in usage of digital technologies during the pandemic pushed businesses to source qualified software engineering talent desperately. 

Businesses are actively looking for experts skilled in advanced technologies like blockchain, artificial intelligence, and machine learning to develop custom solutions. 

Notable Credentials 

Big companies prefer software engineering experts who have robust credentials to prove their level of expertise. Therefore, another major cause of this talent shortage is that businesses don’t always consider self-taught software developers.

Staying up-to-date

New coding languages are constantly under development, and existing languages are evolving every single day. With new technologies changing the tide frequently, even experienced software engineering professionals struggle to keep up with relevant changes. 

Self-employment

Another primary reason for software engineering talent shortage is developers choosing to work for themselves. 

With the effort that goes into mastering the skills to become a software engineering expert, developers often choose to implement their knowledge to develop groundbreaking technologies for themselves instead of working for an organization. 

Steps enterprises can take to tackle the software engineering talent shortage situation.

Education

software engineering education

Educate people in software development

Getting into the software engineering niche is difficult. Therefore, it’s essential to encourage people to study programming and software development at a younger age. 

Additionally, aspiring coders need to be educated in non-technical skills that the industry currently values and expects. 

Rethink hiring criteria

software engineering hiring criteria

Hiring strategy for software engineering professionals

Businesses shouldn’t simply focus on developers with shiny resumes. This bar for entry may cause enterprises to lose out on software engineering talents that could have been an enormous asset to their company. 

If you look for skilled developers via Turing, you can consider additional factors, including a developer’s test scores for different languages. You can also view their performance during live coding challenges instead of simply relying on namesake badges of expertise.

Practical tips for enterprises actively looking to hire software engineering professionals.

Willingness to learn

Find developers who are flexible enough to want to learn new technologies. These software engineers make for excellent long-term hires since they’re willing to master new skills while working with your business.

Hiring strategy 

Businesses all over the world are fighting tooth and nail to source and hire qualified engineers. 

Looking for formal educational background or work experience at big companies is not the only factor you should consider to sort through developers. Instead, develop a competitive hiring strategy to attract and retain top talent.

Summary

A recent study by Gartner states that CEOs worldwide consider talent shortage to be the most significant risk factor for their business.

With companies worldwide focusing on digital transformation, it’s not surprising that businesses of all sizes are locked in a heated battle to attract, hire, and retain developers.

You can implement these strategies to help your company gain a competitive edge while efficiently weathering the talent shortage storm. 

You can read the complete article here

Turing is a deep jobs platform that allows companies to recruit skilled and experienced remote software developers. You can take advantage of Turing’s tried-and-tested vetting process to have your pick of qualified software developers. 

You’ll have access to a talent pool of the top 1% of 1M talented and experienced developers with strong technical and communication skills who can work according to your requirements. 

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By Nov 26, 2021
Career growth lessons
For Employers

Lessons from an Enterprise Engineer at Facebook

Enterprise Engineering Manager at Facebook shares key aspects of culture that companies can implement to promote personal and career growth for engineers

Shuhong’s career at Facebook lasted for over six years before he decided to explore something and boost his career growth by joining another company. However, he returned to Facebook within a year because he realized the kind of impact he envisioned making was possible only at Facebook because of the engineering culture of the organization.

With platforms like Turing, businesses have it easy to source and recruit the best software developers for their company. However, hiring engineers and ensuring that they stay with your company for the long term is different. 

You need to focus on the career growth of your engineers to build trust and improve your employee engagement and retention rate. 

If your engineers don’t feel valued, they will look for organizations that care about their career growth. 

In a recent post, Shuhong W., currently the Enterprise Engineering Manager at the Meta office in Singapore, shares key aspects of culture and environment at Facebook that businesses can implement to promote personal and career growth for engineers.

The career growth of an engineer heavily depends on the company’s culture

Company culture affects career growth

Career growth depends on company culture

When Shuhong joined Facebook as a junior individual contributor, he remembers feeling a sense of imposter syndrome. It felt like the entire organization consisted of superhumans who did extraordinary things, he says. 

However, he quickly realized that the culture at Facebook brought out the best in people.

According to Shuhong, if a company focuses on embracing their engineers’ strengths, helps them realize their potential, and offers opportunities for career growth, they’ll successfully create a culture that encourages everyone to excel.

Your engineers don’t need to master everything; they only have to focus on their primary skills. This single-minded focus from your software engineers will help them boost their career growth and prove invaluable for your business’s success.

Trust your engineers to make decisions

Trust engineers to boost career growth

Boost career growth by trusting your developers

While making all the decisions yourself may seem efficient, this type of micromanagement creates a highly toxic work environment. In addition to this, capable engineers feel stressed and undervalued, which directly affects their morale. 

As an engineering manager, you need to loosen the reins and empower your team to make decisions without you. 

Most organizations have a frustratingly long pipeline of people in the decision-making process, which hinders the company’s growth, autonomy, and innovation. 

Facebook built its enterprise engineering team with the mindset of taking risks, being bold, and most importantly, trusting each other, says Shuhong.

If you trust your engineers to make decisions by themselves, they will step up and do the task to the best of their ability to impress you. 

Ensure that your team knows you have their back regardless of the outcome; this will empower them to get better at making decisions and proactively learn from their mistakes.

However, being a good leader is not just about establishing trust within your team. You need to build the same connection with your superiors. Stand up to your manager if you feel strongly about something. While you may feel like they might be offended, that’s usually not the case. 

In fact, challenging their leadership to stop them from making poor decisions will increase your trust in leading your team effectively.

Summary

In today’s world, software developers are the most significant investment for any business. Therefore, building a culture to encourage their career growth is an excellent way to boost their satisfaction and ensure they stay with your company.

You can implement the practices that Shuhong has identified during his career at Facebook to ensure that your business culture promotes personal and professional development for software developers.

You can read the complete article here.

If you’re looking to hire qualified software developers for your company, Turing can help. Turing is a deep jobs platform that allows companies to source skilled and experienced engineers planet-wide. 

You’ll have access to a talent pool of the top 1% of 1M talented and experienced developers with strong technical and communication skills who can work according to your requirements. 

Additionally, Turing’s tried-and-tested vetting process evaluates developers to a Silicon Valley standard allowing you to have your pick of qualified software developers without sucking up all of your engineering team’s time.

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By Nov 25, 2021
engineering manager supporting team
For Employers

Three Tips for Team Leaders to Support Their Teams in the Face of Technical Unknowns

“Nick Lee, Engineering Director at Work & Co, highlights three ways team leaders can guide their teams through technical unknowns. “

When you’re trying to build cutting-edge digital products, you’re bound to face a path filled with uncertainties. From issues like working with an unfamiliar programming language to not even understanding what the real problem is– just knowing that there is one– there are several things you’ll have to navigate through as a team leader. 

Projects that involve an array of technical unknowns require careful planning and management; otherwise, your team may not be able to work through them. 

In a recent post, Nick Lee, Engineering Director at Work & Co, highlights three ways team leaders can guide their teams through technical unknowns.

  1. A team leader should learn before they communicate.

    While dealing with a project with unknown technical aspects, team leaders need to take the initiative to research it in depth before anything else.
    The team leader needs to take responsibility to understand and enforce best practices thoroughly. They can do this by identifying solutions to the team’s problems and translating them into actionable insights to ensure that their team works systematically and doesn’t get overwhelmed.
    Furthermore, surveying the community to identify upcoming trends, popular libraries, and other resources will help your team build an excellent product.
    This practice also means team leaders should exercise restraint and think before they act. While facing technical unknowns, there is usually a considerable difference between how much you think you know about a particular issue and how much you actually know.
    In such situations, team leaders need to avoid knee-jerk reactions and take the time to learn more about the problem before making a decision.
    Talking to team members and external sources about a problem will help you look at it from different perspectives and make informed decisions.
  2. Set realistic expectations and maintain the team’s morale.

    Team leader should set realistic expectations

    Set realistic expectations as a team leader

    As a team leader, it is your responsibility to set realistic expectations for your team. In addition, your team and other key external stakeholders must know and understand potential challenges the project may face as clearly as possible.

    Setting realistic expectations doesn’t mean technical leaders can’t be ambitious with their goals. It simply means team leaders should be transparent about obstacles and give stakeholders the information required to appreciate the team’s skill and effort.
    Additionally, team leaders can maintain their morale by underscoring their trust in the team’s ability to navigate any technical uncertainties they may face.
  3. A team leader should delegate authority instead of accountability.

    team leader should delegate authority

    Delegate authority as a team leader

    Many team leaders tend to handle complex tasks or problems by themselves instead of delegating the job to their team members. While this may seem efficient to you, it is counterproductive in the long run.
    This approach doesn’t give your team members the chance to explore outside their comfort zone.
    The more you trust the people in your team to make crucial decisions, the more they will step up to the challenge and impress you, says Lee. 

Finally, it’s essential to admit that to yourself that no matter how many precautions you take, you will always face problems you didn’t anticipate. As a team leader, you should be strong enough to admit your mistakes and work through the issue with your team.

Summary

Leading a diverse team of skilled developers through a project with technical unknowns is a difficult challenge. 

Most people assume that team leaders should have all the answers, but this couldn’t be further from the truth. Leadership is not about having all the answers; it’s about helping your team members embrace the challenges that come with developing new software products.  

You can implement the strategies outlined in this post to build the next generation of cutting-edge digital products.

You can read the complete article here

Turing is a deep jobs platform that allows companies to source skilled and experienced engineers planet-wide. 

You’ll have access to a talent pool of the top 1% of 1M talented and experienced developers with strong technical and communication skills who can work according to your requirements. 

Additionally, Turing’s tried-and-tested vetting process evaluates developers to a Silicon Valley standard, allowing you to have your pick of qualified software developers without sucking up all of your engineering team’s time.

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By Nov 22, 2021
benefits of remote work
For Employers

The Benefits of Remote Teams for Building Software

Should you build a local workforce or prioritize remote work and hire globally? This blog compares both these aspects for building a software team

Finding talented and experienced software developers is an evergreen challenge. Companies spend a significant amount of time, effort, and capital to build and manage a software development team that’ll help them stay on top. However, remote work has completely changed the way businesses function.

With the right tools at your fingertips, sourcing talent isn’t limited to 20 miles from your office. With remote work becoming a norm, HR professionals can focus on global talent rather than hiring locally.

There are several benefits of building remote software teams with developers from all over the world. This post highlights the key differences between building a local team vs. a remote workforce for developing software.

Benefits of remote work: Cost

Remote work Benefits: Cost

Benefits of remote work: Cost

The primary reason why businesses prefer remote work is lower business expenses. When you employ elite developers, especially in the US, you need to have a massive budget. 

Apart from these premium prices, you also need to cover overhead expenses like real estate, office supplies, electricity bills, and more.

On the other hand, if you’re a US-based company looking to hire remote engineers from developing countries in regions like South Asia and Latin America, you can save a lot of money. 

You’ll realize these savings because the cost of living in developing countries is significantly lower than in Silicon Valley or New York City. 

Remote work allows you to hire experienced software developers for a lower price and still ensure you’ll pay your employees much more than their average market rate.

Benefits of remote work: Talent

The recruiters’ average fees have increased significantly. Why? 

Simply because finding local and trained developers has become extremely difficult, especially if you’re on a budget. Local engineers have the power to pick and choose where they’ll work. 

Therefore, it’s wiser to hire globally instead of paying a significant amount of money to mediocre local developers.

Remote hiring gives you access to a broader pool of talented developers at an international level. You can build a remote software team solely based on talent and break free of several other limitations you may come across while hiring locally.

Besides cost and talent, there are several other benefits of remote work like increased productivity, improved employee loyalty, increased employee retention rate, a diverse team, and more. 

Remote work allows employees to set their schedules. This flexibility means they can use their most productive hours to finish their tasks efficiently, whether they work at three in the morning or two in the afternoon. 

Furthermore, remote work shows your employees that you trust them to do their job without constant supervision. This trust increases their loyalty towards the organization and ensures they stick around for a long time. 

Conclusion: Can your business grow with a remote team?

Remote work can grow your business

Can your business grow with a remote team?

Remote work entails trusting your developers working thousands of miles away in a different time zone to do their job. 

Companies like Twitter and Facebook are leading the remote work revolution by allowing employees the freedom to work from home permanently.

However, building an offshore software development team isn’t like outsourcing. You hire freelancers to work on small projects; instead, building remotely distributed teams involves hiring experienced full-time professionals who can join your in-house team.

Creating a qualified management team that focuses on sourcing and recruiting remote developers is a difficult task.

With such issues, scaling your business with a remote workforce can be a cause of concern.

However, with the right partner, hiring remote developers can be a smooth process. Making the process easy is where Turing comes into the picture. 

Turing’s tried-and-tested vetting process ensures that you can have your pick of qualified software developers.

You’ll have access to a talent pool of the top 1% of 1M+ talented and experienced developers with strong technical and communication skills who can work according to your requirements. There’s no risk. Turing offers a free two-week trial during which you can ensure that the software developers deliver to your standards. For more information, visit Turing’s Hire page.

You can read the complete article here.

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By Nov 22, 2021
How engineering managers can empower their teams
For Employers

Facebook’s Industry Manager on How Engineering Managers Can Empower Their Teams

Sabrina W., Industry Manager at Facebook’s Hong Kong Office, highlights three questions that engineering managers need to ask themselves to empower their team.

Effective team management requires engineering managers to be aware of what’s going on around them. You need to talk to your team and ask the right questions to gain a deeper insight into your team’s dynamics. 

Sabina W., Industry Manager at Facebook’s Hong Kong Office, highlights three questions that engineering managers need to ask to empower their team to do their best work.

  1. Are you using all of the resources available to you and your team?

    Engineering managers

    Engineering managers should know their team’s collective strengths

    Engineering managers need to think about their team’s collective strengths. When you work with a diverse group from all over the world, everyone brings something unique to the table.
    Therefore, engineering managers need to understand each team member’s abilities, perspective, and skill sets to know how they can work together.
    The best way engineering managers can learn about their team is through 1:1 calls and team meetings. This way, they get clarity on the individual strengths, interests, and goals of the employees. 
  2. Do your team members feel respected, heard, and valued?

    Engineering managers

    Engineering managers need to listen to their team members

    Efficient team management is crucial. Engineering managers need to listen to their team members to ensure that they perform to their utmost potential. If your team members don’t feel like their opinions and feedback receive attention, you may lose their trust.
    Not everyone may voice their opinions during conference calls; therefore, it’s your responsibility to talk to members who aren’t vocal.
    With businesses
    building a global remote workforce, engineering managers should respect what each developer has to offer. You need to create a culture of support and respect while encouraging open communication and transparency within your team.
  3. Are you making the best possible decisions for your team— and standing firm in it?

    “When I think about the leaders I admire, I remember how their strong leadership principles and unwavering commitment helped us succeed,” says Sabrina.
    Successful engineering managers know how to balance emotion with reason and make the best decisions for their team. Evaluate the opportunities and risks before making decisions, and then commit to them. 

Summary

All teams need engineering managers who listen to them, value their opinions, and motivate them to perform better. Therefore, you need to create a high-performance culture by asking yourself these three questions and implementing strategies to evolve as a stronger and more effective leader.

You can read the full article here.

Additionally, you need to find capable developers to build a strong team. 

If you think finding and hiring experienced developers is a challenging task, you can try Turing’s tried-and-tested vetting process to hire highly qualified software developers within a week.

You’ll have access to a talent pool of the top 1% of 1M developers with strong technical and communication skills who work in your 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.

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By Nov 6, 2021
future of facebook
For Developers

Here’s What Facebook’s VP of Engineering Has to Say about the Future of Work

Rajeev Rajan, VP of engineering at Facebook, talks about the future of Facebook and his take on the future of remote work for engineers.

Rajeev Rajan, VP of engineering and head of Facebook for the Pacific Northwest, has worked with the company for the past four years. However, he has a long tech history of 23 years with Microsoft before he joined Facebook. In a recent interview, Rajan talked about his experiences of working with Microsoft vs. Facebook, Facebook’s exponential growth in the Seattle region, the future of Facebook, and his take on the future of remote work. 

Microsoft vs. Facebook

Rajan had an incredibly successful career with Microsoft. He started as an intern working on Windows 95 and fell in love with the company. 

Talking about the similarities and differences between Microsoft vs. Facebook, Rajan said when he first visited Facebook’s Seattle office, it reminded him of Microsoft in the 1990s. 

Rajan joined Facebook because the company’s energy struck him. He said when he had first experienced the company’s culture, he felt the future of Facebook would have a significant impact on society. 

Future of Facebook in Seattle

Facebook established its first office outside Menlo Park in Seattle in 2010. The company now has offices all over the region, with more than 7,000 employees in the Pacific Northwest.

The future of Facebook seems to be rooted in Seattle. Though the company has been expanding to different locations in the Pacific Northwest, Rajan says they’re not looking to move out of Seattle. 

Future of Facebook: AR, VR, and audio

Future of Facebook

Future of Facebook: AR, VR, and audio

With AR smart glasses providing visual overlays over our original perspective and VR headsets enabling users to experience a whole new world, we can see augmented and virtual reality elements becoming significant considerations in the future.

Keeping in mind the tech industry trend, Rajan says we can expect AR and VR to have a massive presence in the future of Facebook.

Earlier in June, Facebook published a report on the evolution of AR and VR and its future implications in terms of consumer interest, utility, applications, and more.

Another noteworthy announcement is the shift to audio calls. 

Zoom fatigue is a real thing. To reduce the stress caused by video calls, Facebook has adopted the concept of audio meetings where employees can walk around their garden and talk while enjoying the excellent weather. 

Future of Facebook: Remote work

Future of Facebook

Future of Facebook: Remote work

While sharing an update regarding Facebook’s remote policy in June, Zuckerberg mentioned that he expects the shift to remote work to be a long-term thing. 

Facebook will therefore plan their work structure efficiently enough to allow employees to do their work from wherever they live. 

Although in-office workspace will always be a part of Facebook’s work model, only a tiny percentage of employees will return to the office sometime in July. Instead, they’re mostly people who haven’t adapted well to the work-from-home model and are actively looking to return to the office.

However, according to Rajan, Facebook will have a team of fully remote employees who can work from anywhere in the US. 

Future of Facebook: Engineering centers

The demand for engineering talent is continuously increasing. As a result, companies are constantly looking to hire skilled and experienced engineers. This rise in demand means engineering centers will continue to grow all over the world.

However, Rajan feels most of this demand will be met by engineers working remotely. While you had to be from around Seattle or the Bay Area to work for big techs in the past, you no longer have to stay in the big city to do so.

Summary

We’re living in a remote-first world where every company is in a race to find the best remote engineers. But it’s hard to get noticed with so many talented developers out there.

If you’re an experienced software developer who wants to take advantage of this rising demand for skilled engineers, Turing can help you find excellent opportunities to work with Silicon Valley companies. Head over to Turing.com’s Jobs page to know more!

You can read the full interview here.

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By Nov 4, 2021
Turing.com Review Alexey
For Developers

Turing.com Review: Is Turing Any Good for Finding Remote Developer Jobs?

Alexey Borovkov, Technical Interviewer at Turing.com, explains the application and interview process at Turing

Software developers have many questions regarding Turing jobs’ application and interview process and exactly how they get matched with a US company. Alexey Borovkov, Technical Interviewer at Turing.com, has been with the organization for nearly three years. Borovkov became a part of Turing’s developer community in 2019 and worked with a New York-based business for almost a year before joining the internal interviewing team. To date, he has conducted over 2,100 interviews with software developers trying to find a job with Turing’s US-based companies. In this Turing.com review post, Borovkov breaks down the entire hiring process to make it easier for software developers to apply for turing jobs.

Turing.com Reivew: How does the Turing jobs platform work?

Turing.com gives software developers from all over the world the opportunity to work with US-based businesses. You don’t need a visa or any other documentation to work remotely with Turing’s US companies.

Here are a few things that Borovkov recommends all software developers do before applying to Turing jobs:

  1. Do your research on Turing jobs and understand if you’re a good fit. 
  2. Take a look at Turing.com’s developer testimonials on YouTube and see if their experience is similar to what you seek. You can also read through the Turing.com reviews page and reviews on Indeed and Glassdoor. 
  3. Check out Turing.com’s Facebook, Instagram, and LinkedIn profiles to know if you need to be aware of any updates.
  4. Turing.com has a comprehensive FAQ page that answers questions that most new software engineers have about Turing jobs.

Turing.com Review: How can you apply for Turing jobs? 

Turing only hires the best developers; therefore, you will need thorough vetting before you apply for Turing jobs. Developers usually will spend around three to six hours on tests, coding challenges, and interviews. 

Here is what the process looks like after you register with Turing.com

  1. Turing.com developer profile

    Turing.com Review

    Turing.com: Developer profile

    You need to fill out your profile information and complete a work experience survey. Be thorough with your answers because this information will help Turing create a detailed developer profile for you.
    Turing.com’s algorithm scans your developer profile to learn your skill sets and find the best company for you.
    Turing typically looks for engineers with at least three years of experience; however, we don’t overlook developers with exceptional talent because they have less experience.
  2. Turing.com automated tests

    Turing.com review

    Turing.com: Assesment

    After filling in your profile information, the next step is to take Turing.com’s automated tests. Then, based on the skills you’ve listed, you can take specific tests to showcase your level of expertise.
    Hiring companies can see your test scores while looking for suitable candidates for their software development team. 
  3. Turing.com interview

    During Turing’s interview process, developers receive assessment in three key areas:
    • Technical knowledge
    • Communication skills
    • Remote working skills

Turing’s interview will assess your coding skills, problem-solving ability, and your knowledge of coding techniques, data types, and algorithms. The organization focuses primarily on how you approach the presented problem and your ability to solve it efficiently. 

Because you’ll be working remotely, you need to be proficient in soft skills like good English communication and working in a team.

Other factors like how well equipped you are to work remotely are also considered— for example, your internet speed, quality of video and audio, and more. 

If you get through this interview, you’ll be qualified to sit through an hour-long technical interview that focuses on the tech stack of your choice. 

How to prepare for your Turing.com interview?

According to Borovkov, here are the best practices that’ll help you get through your interview process:

  1. Platforms like Leetcode or HackerRank will help you prepare for your coding challenge. 
  2. Take online courses to brush up on your coding knowledge. 
  3. Read through bits of code by other developers on open source platforms like Github.

What if you don’t clear the Turing.com vetting process? 

Turing allows you to retake your tests if you don’t clear the vetting process.

“I’ve seen software developers who don’t get through the Turing vetting process react negatively, usually with angry messages and online posts. Turing accepts only the top 1% of software developers, so you can imagine how often this happens (hint: very often),” says Borovkov.

If you retake Turing tests within six months, you don’t need to start over. Instead, you can simply retake tests you didn’t clear.

Turing.com Review: How do developers get matched to Turing jobs?

Typically, Turing doesn’t take more than a couple of weeks to match you with a company. However, in some cases, it may take up to four to six weeks. This delay usually happens when there are few roles for your skill set. 

After matching with a company, they may ask for an additional interview to ensure you’ll fit well with their company’s culture. This interview is usually a friendly discussion to get more details about the company, projects, and expectations.

Finally— is Turing any good for finding remote jobs?

Turing offers excellent opportunities for software developers to work with Silicon Valley companies. From someone who has worked as a Turing developer, here’s what Borovkov says you can expect:

  • Good work-life balance
  • Competitive pay
  • Fulfilling projects with the chance to grow
  • Constant support from Turing.com’s ‘Developer Success’ team

You can read the full article here.

If you’re an experienced developer looking for remote software developer jobs, Turing may be able to help you very quickly. Head over to Turing.com’s Jobs page to know more!

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By Nov 2, 2021
Onboarding Software Developers
For Employers

Ten Tips to Make Onboarding Remote Software Developers a Success

Onboarding remote software developers is challenging. This blog shares ten tips to make your onboarding program successful even when working remotely!

More and more businesses have started realizing the benefits of remote work, including increased productivity, decreased employee turnover rate, and reduced absenteeism.  These benefits have made hiring remote software developers a significant preference.

However, the needs of remote working engineers are different from those of office workers, and this applies to their onboarding process as well.

Here are ten ways you can make your remote onboarding program successful:

  1. Maintain equal prioritization of software developers working in-office and remotely

    Onboarding remote and on-site employees together is a challenging task. Ensuring that all new software developers feel comfortable and sufficiently welcomed to participate and ask questions is essential.
    Create an inclusive environment where everyone can see the onboarding presentation and hear what the presenter and other participants say. Place microphones and cameras to cover the entire space to make sure that everyone can learn effectively.
  2. Eliminate Stress With a Structured Approach

    Provide the new hires with information to help them understand their role and how they can be successful. 
    • Give them a brief overview of the software development team’s goals and KPIs.
    • Outline your company’s appraisal process.
    • Talk about their potential career path. Let them know what resources you provide that can help them grow.
    • Have a conversation about how high-level decisions are made within the company.
  3. Host get-to-know-you sessions

    Onboarding is not only about sharing information about the company. It’s also about getting to know each other.
    During your onboarding program, you can conduct random breakout sessions to give your remote employees the chance to talk to their coworkers and build relationships.
  4. Make your onboarding process fun!

    Onboarding Remote Software Developers

    Onboarding Remote Software Developers a Success: Make it Fun


    A presentation format can become monotonous quickly; however, you can’t afford to let your software developers get distracted while you’re sharing important information.
    To ensure your new hires don’t burn out with too much information, you can make your onboarding program fun by gamifying a few sessions with trivia and more. 
  5. Encourage new hires to participate

    While providing information about your organization is essential, you also need to encourage software developers to ask questions. However, new hires are more guarded during this phase and may not feel very comfortable doing so.
    Hiring remote working software developers comes with the added challenge of being proactive and constantly encouraging them to participate. For example, you can set Q&A sessions where people can vocalize queries they may have had during the presentation.
  6. Play some music!

    It is a struggle to keep your energy up during hours of presentations. You can play some music during your session breaks to help your remote working employees feel refreshed. This way, they are ready to focus when the session starts again.
    At Turing, we encourage employees to add their favorite regional music to a Spotify playlist. This practice helps everyone realize the diversity of the team and feel more connected.
  7. Cater lunch

    New hires feel special when the company goes out of its way to show them how much they care. You can arrange to deliver lunch to your remote employees. If that seems like too much of a hassle, you can let them enjoy a free lunch of their choice and cover the cost.
    This small touch will encourage them to feel even more connected to the company during the second half of the presentation.
  8. Host happy hour

    Onboarding Remote Software Developers

    Onboarding Remote Software Developers: Happy Hour


    While the
    get-to-know sessions can help participants engage with their coworkers, you can’t host these sessions for long.
    You can arrange for an informal after-work meeting to conduct games, ice-breaker sessions, or simply get a cup of coffee and talk to your coworkers.
  9. Create an accessible resource library

    During the onboarding sessions, the information you share will be pretty extensive, especially for software developers unfamiliar with the company. As a result, it can be difficult for them to retain and recall everything necessary.
    You may find it helpful to create a resource library with vital information and documents and share it with your new hires. Such a library will make it easier for them to look for information when they need it without asking others about it.
  10. Make it memorable

    Regardless of where the software developers reside, you can always do something to make their onboarding program memorable. Sharing company swag like t-shirts and coffee mugs or putting together a ‘welcome to the company’ kit, including branded stickers, diaries, and more, can be an excellent way to get started.

Summary

Creating a welcoming remote employee onboarding experience is essential to ensure you set your software developers up for success from day one. 

Therefore, while hiring remote software developers, it’s vital to create a clearly defined onboarding process. This process helps them gain a better understanding of their responsibilities and makes them feel valued. 

If you’d like to know more about how you can make your onboarding process successful, you can read the complete article here

But before working on creating an excellent onboarding process, you need to find and hire skilled and experienced software developers. If you’re looking to hire remote developers for 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  1M+ developers with strong technical and communication skills who work in your 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.

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By Oct 25, 2021
Three Steps to Onboarding Remote Software Developers
For Employers

Three Steps to Onboarding Remote Software Developers

No matter the size of your company, onboarding new developers is important. CTO at Relevant shares how you can develop an onboarding program with three steps.

After hiring software developers, guiding them through an effective onboarding process is critical for getting the new hire off to a good start.

This process helps remote developers feel valued and gain a better understanding of their roles and responsibilities. It also has the added benefit of boosting their productivity and performance, increasing engagement and loyalty. While the concept of developing an onboarding process has been around since the 1970s, a Harvard Business Review states that 22 percent of companies don’t have an onboarding process in place.

Ihor Feoktistov, CTO at Relevant, has outlined how companies can develop a strategic onboarding process with three easy steps to improve retention and developer satisfaction.

Hiring remote software developers: Three steps to an effective onboarding process 

Introductions

Hiring software developers

Onboarding remote software developers: Introduction

After hiring software developers, bombarding them with information about the company during the first day is not a great idea. Fortunately, you don’t need to wait until a developer’s first official day to begin the introductions.

  1. While hiring software developers—usually during the last rounds—you can give them an idea about the tools and software platforms they would need to know. This knowledge will provide them with the chance to install these tools and get acquainted with them beforehand.
  2. Brief them about your company and the individual projects in which they’d be involved. Ensure they understand the short-term and long-term goals and the tasks they need to prioritize once they get started.
  3. After hiring software developers, it’s a good idea to give them an Employee Handbook that lists the rules they would need to follow. Furthermore, consider giving them a quick brief to highlight essential practices during their first onboarding meeting if the handbook is too extensive.
  4. Prepare your team for the new hire before their first day. This practice will ensure your team members are ready to assist the developer when they join. You can also assign a mentor who can guide the developer through their onboarding process.

Have their workplace set up beforehand

After hiring software developers and getting the introductions out of the way, the next step is to guide them into the workflow.
One recommended practice is to give the developer access to all programs, tools, and documents they will need to get started.
Here is a checklist by Feoktistov that you can use after hiring software developers to ensure you don’t miss out on anything important:

  1. Give new developers access to the corporate chat system. Add them to all the necessary channels and groups.
  2. Add them to your team’s project management system and ensure they have the privilege to edit tasks.
  3. Share your company’s internal documents, manuals, guidelines, etc.
  4. Give them access to the test environment and the API keys
  5. Introduce them to your company’s internal services, like IT support and DeskHelp.

Providing tools and documents only when a developer needs them might hinder their workflow and cause frustration and resentment towards the company.
After hiring software developers, it’s wiser to grant them access to everything they need and give them the time to get acquainted with everything at their own pace.

Provide technical documentation

After hiring software developers, you need to give them detailed information about the project. Without proper technical documentation, you can’t effectively integrate your new software developer into the project workflow.

Here’s is another checklist by Feoktistov that’ll help you ensure you’re providing all the necessary technical documents to your remote developer:

  1. Source Code
  2. Database & its setup guide
  3. Dependencies for the specific project 
  4. API keys and credentials
  5. Sample data
  6. Test suites
  7. Deployment credentials
  8. Development notes to give the new hire information about prior mistakes.

Hiring remote software developers: Questions to improve your onboarding program

Hiring software developers

Onboarding remote software developers: Questions for onboarding

No matter how strategically you plan your onboarding process, there is always room for improvement. 

Here are eight questions you can ask yourself to evaluate the effectiveness of your onboarding process after hiring software developers:

  1. Is the company welcoming?
  2. Are the employees happy to be working with the company?
  3. Is there an instance that highlights this?
  4. Do the employees understand the company’s vision and goals?
  5. Do the employees know that the company values them?
  6. Is the onboarding program engaging? Does it produce feedback?
  7. Does the company consider this feedback?
  8. Does the company have an extensive informational resource?

If you’re serious about upgrading your onboarding process, answer these eight questions honestly. Additionally, you can get your HR department, management team, and everyone else in leadership roles to answer these questions.

Summary

After reading through the blog, you may realize that an onboarding process after hiring remote software developers doesn’t have to be lengthy or complex. What’s important is having one in place.

Furthermore, this structure is not a rigid template; you can optimize it according to your company and developer specifications. While you can add additional steps to your process, these three steps are the ones you shouldn’t skip.

You can read the complete article.

After hiring software developers, you should not expect them to be super productive right away just because you think you’ve perfected your onboarding process. 

Give them the time and freedom to settle into their role.

But before all of that, hiring software developers who are skilled and experienced is crucial. If you’re looking to hire remote developers for 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 your 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.

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By Oct 13, 2021
Engineering Managers, Test Your Team’s Diversity with This
For Employers

Engineering Managers, This Is How You Can Judge the Diversity of Your Team

Here are nine questions that engineering managers should ask to evaluate their team’s social culture and values.

Joel Spolsky published a blog post in 2000 titled The Joel Test specifically for engineering managers. It is a series of quick and easy ‘yes or no’ questions that measure the quality of software engineering teams.

Despite being 20 years old, The Joel Test is still relevant today to judge an engineering team’s technical mastery. However, William Hill, senior software engineer at New Relic, noticed the test’s lack of consideration towards a team’s social culture and values.

Therefore, William developed a new list of questions that engineering managers can use to evaluate the culture and inclusivity of the modern-day engineering teams. 

And of course, he aptly named it The Will Test.

The Will Test

The Will Test includes nine questions focusing on judging a company or team’s social culture and inclusivity. 

  1. Does the company have engineering managers or leaders from the minority community?
  2. Does the company provide access to resources for maintaining your mental health?
  3. Is there an established Code of Conduct?
  4. Is the organizational hierarchy clearly defined? 
  5. Is there a clearly defined path to promotion?
  6. Does the company invest in career growth? 
  7. Does the company make use of diverse recruiting channels?
  8. Is there a dedicated DE&I team?
  9. Is there a formal internal membership program?
  • Does the company have engineering managers or leaders from the minority community?
    In 2017 a study by Reveal from The Center for Investigative Reporting showed an underrepresentation of women and people of color in executive positions. According to the report, within 177 of the largest San Francisco Bay Area tech firms, the percentage of Black men and women in management was just 1.5 percent and 0.7 percent, respectively. Minority engineering leaders give other minorities the strength to believe they can succeed, too.
    Without minorities in positions of power, the organization’s effort to encourage diversity and inclusivity doesn’t fulfill its objective. 

  • Does the company provide access to resources for maintaining your mental health?
    In a fast-paced, high-pressure corporate world, burnout is a serious problem. Add in the stress the pandemic has brought on; burnout can significantly impact engineering teams. On top of this, minorities face another league of mental health issues like impostor syndrome and microaggressions. Engineering managers can help their team deal with these issues by ensuring access to the right mental health resources.

  • Is there an established Code of Conduct?
    Bullying and harassment can take different forms in today’s workplace.
    Engineering managers need to ensure that their best-performing engineers do not take undue advantage of their reputation and walk all over their coworkers. If they’re pushing their best work at the expense of others, that’s a red flag.

  • Another major red flag is employees making culturally insensitive or sexually suggestive or offensive comments or gestures without any fear of consequence. Regardless of size, it is crucial to have a well-written Code of Conduct that lays out the standards of professional conduct.
    William suggests implementing a Code of Conduct like Linux kernel developers to improve the team’s culture of inclusivity.

  • Is the organizational hierarchy clearly defined?
    While having a flat organizational structure isn’t bad, several prominent companies, including Buffer, Github, and Medium, tried this approach but gave it up.
    Establishing control without a structured hierarchy is difficult. A minority in engineering needs to know the different levels to understand how to execute certain activities. A flat organizational structure creates ambiguity, leading the minority to speculate about the lack of transparency within the decision-making process.

  • Is there a clearly defined path to promotion?
    Defining a path to promotion relates to the previous organizational hierarchy point. Hierarchies allow engineers to understand what they need to do to rise through the ranks. How you manage your promotions can make or break your company’s culture.
    And thus, having a clearly defined promotion process with set expectations helps minorities justify the outcome of their appraisal. 

  • Does the company invest in career growth?
    It’s not just about finding and hiring diverse talent; it’s also about retaining them. Unfortunately, minority engineers are usually at a disadvantage when it comes to office politics.
    In this scenario, engineers are more likely to stay with an organization when they feel like the company cares about their personal and professional growth. 

  • Does the organization make use of diverse recruiting channels?
    Focusing on schools with high academic and social prestige is not the only way to find talented engineers. You can take advantage of automated platforms like Turing to recruit engineers from underrepresented communities. According to William, annual tech conferences like NSBE, Afrotech, Grace Hopper, and Tapia can also be good places to find highly skilled engineers.

  • Is there a dedicated DE&I team?
    Having a Diversity, Equity, and Inclusion team is essential for any organization. If you don’t have one, then promoting diversity and inclusivity within the company usually falls onto the minority engineers in your team.
    Given that this is not a part of their job and consideration of their effort is not part of the appraisal process, this increased responsibility simply adds to the workplace inequality.

  • Is there a formal internal membership program?
    A study by Heidrick & Struggles states that 30 percent of women and 32 percent of minorities found their mentoring relationship to be extremely important.
    A diversity-focused internal mentorship program addresses the issues faced by these groups. Furthermore, it focuses on creating equal opportunities for their growth.

Diversity has many different dimensions— age, race, gender, disabilities, and more, and so does inclusivity. Therefore it may be a challenge for engineering managers to measure the success of an inclusion or diversity program. While The Will Test isn’t perfect, it will give you a comprehensive understanding of where your company stands. In addition, you can adapt The WIll Test to address any underrepresented group.

If you’d like more information about The Will Test, you can read the complete article here.

Building a business that allows every engineer, regardless of their race, color, gender, or any other factor, to feel included and reach their potential should be an ultimate goal.

If you’re looking to find experienced software engineers from underrepresented communities to join your engineering team, Turing can help you. You can access a talent pool of the top 1% of 700K+ developers from all over the world. Additionally, with our two-week trial period, you can work with the developer to ensure they deliver to your standards. 

For more information, visit Turing’s Hire page.

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By Oct 4, 2021
Rob Zuber, CTO of CircleCI, highlights the most insightful metrics that engineering managers should track for improving their engineering team’s performance.
For Employers

Engineering Managers: Ensure That You Track These Three Metrics

Rob Zuber, CTO of CircleCI, highlights the most insightful metrics that engineering managers should track for improving their engineering team’s performance.

Engineering managers put a lot of stress on the wrong numbers while measuring growth, and this obsession can sink their business strategy. However, the metrics you use as benchmarks may not always impact your end goal as an organization. 

After leading software teams for around 20 years, Rob Zuber, CTO of CircleCI, says that the most insightful metrics fall into three categories:

  1. Velocity metrics
  2. Morale metrics
  3. Business metrics

Let’s take a look at these metrics in detail.

Velocity metrics

Engineering velocity metrics are powerful because they are result-based, measuring the speed and efficiency of your engineering processes. In addition, they evaluate the smoothness of your software delivery pipelines and are probably one of the most commonly tracked metrics.

Throughput

  • Engineering throughput is the rate at which a product or service is produced or processed. Moses Mendoza, former Head of Engineering at Zapproved, focuses primarily on measuring the throughput of his team to understand what’s holding them back. 
  • By periodically tracking the team’s throughput and comparing values, engineering managers can make data-driven decisions to manage their team’s work structure.

Lead time

  • Lead time refers to the time between the initiation and completion of a section in a process. Issues related to communication, tooling, or even pipeline quality can negatively affect the lead time.
  • And thus, measuring lead time can help engineering managers identify the friction-causing pain points in their process. 

Sprint velocity 

  • To reach your company targets, you need to understand how much work your team can get done in a sprint without compromising quality. 
  • Tom Forlini, CTO at Livestorm, says there are three smaller metrics within sprint velocity that engineering managers should take note of: 
  1. The number of issues done vs. planned: This metric represents the number of issues assigned at the beginning, and the total completed estimates by the end of a sprint.
  2. The number of issues against story points: Story points don’t have a specific unit of their own. They are used when engineering managers don’t want to complicate things by using time as a unit of measurement. With this metric, you can assign a point of value for each story to ascertain the difficulty level related to a situation. For example, this difficulty could relate to aspects like complexity, effort, and the risk involved. 
  3. Percentage of issues distributed depending on the type: While issues like code rewriting for a new feature and bug detection can count as two individual issues, one issue may take longer to resolve than the other. Therefore, it’s crucial to maintain a balance between different types of issues.

These metrics will allow you to evaluate and estimate team productivity and use your insights to plan your team’s workload.

Morale metrics

Morale metrics give engineering managers a clear indication of the employees’ feelings towards the company and its management.

Unlike velocity metrics, morale metrics are not tangible. Unfortunately, that is probably why most engineering managers underestimate them.

It’s no secret that engineers who feel happy with their jobs are more likely to stay with the organization. Therefore, morale metrics are an essential factor in monitoring employee retention. Mendoza says that engineering managers should measure morale by having direct conversations with employees, conducting surveys, and asking team leaders to have honest one-on-one discussions to understand how their team members felt. 

Business metrics

Every area of business has specific KPIs that need to be tracked, monitored, and analyzed. These metrics help the engineers in your team understand how their work is helping the organization move towards its goals.

And thus, tracking real-time business metrics is essential.

Here’s how you can get the most out of these metrics:

  1. Reviewing metrics at regular intervals will help your team internalize them, ensuring that team’s efforts align with company goals.
  2. Don’t overwhelm yourself by trying to track too many metrics at once. Instead, start small and focus on a handful of metrics that matter and scale over time.
  3. Try to understand how different metrics work together instead of just targeting individual metrics. For example, understanding how your engineering metrics impact your business metrics will help you see the bigger picture.

Engineering managers may feel like there are several metrics that are essential for their engineering team’s productivity. However, velocity, morale, and business metrics are the most important as they help make data-driven decisions, evaluate team performance, and enhance overall business strategy. 

You can find the full article here.

While metrics can help improve your software team’s productivity, nothing can get you better results than hiring skilled and experienced developers. If you’re looking to recruit and retain capable and experienced remote software engineers who are adept in technical and soft skills, 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 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.

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 28, 2021
Best Strategies to Reduce Unhealthy Employee Attrition
For Employers

Greenhouse CTO Shares How to Reduce Unhealthy Employee Attrition

According to Boufford, organizations shouldn’t aim for zero regrettable employee attrition but implement strategies to reduce the unhealthy turnover rate.

A high employee retention rate has many tangible benefits, including an experienced workforce, lower recruitment and training costs, etc. However, zero regrettable attrition should not be an organization’s only goal. According to Mike Boufford, CTO of Greenhouse, analyzing the reasons behind healthy and unhealthy turnover is more important than aiming for zero regrettable attrition.

In a recent blog post, Boufford shares three strategies designed to reduce regrettable employee turnover:

Foster a culture of open communication and respect 

Lack of proper communication is one of the prominent reasons why employees quit their jobs. Therefore, you must cultivate a culture of openness by discussing the company values with your employees. Open up conversations about the organization’s compensation philosophy with them. This way, the employees will feel a strong sense of belonging in their organization.

In addition to this, studies affirm that employees would stay at a company longer if it invested in their careers. And thus, providing learning opportunities can show your employees that the company values their personal growth. This encourages them to remain committed to the organization.

It is equally important to build a culture of respect in the workspace; work proactively to show that bad behavior is not tolerated in the organization, according to Boufford.

Replace ‘regrettable’ with ‘healthy’

When you focus on the regrettable attribution metric, you are more concerned about the number of people leaving rather than the reason why they are leaving, Boufford explains. Regrettable attrition is a poor proxy for gauging your employees’ satisfaction and loyalty. It obscures workplace issues that need your attention, he adds.

“There are healthy and unhealthy reasons for turnover — that’s where our focus should be, instead of simply on deciding whether or not the company mourns their departure,” says Boufford. He shares a few pointers to encourage a healthy turnover. Specifically: 

  • Make it clear to your employees that it’s okay to consider other opportunities for their careers. 

  • Show them that you are genuinely committed to helping them achieve their career goals. 

  • Talk about your own ambitions and, in turn, encourage them to be vocal about their future plans. 

  • Help them identify and examine new opportunities.

Most importantly, handle resignations with respect and grace. Ensure you part on good terms.

Develop a framework to analyze the turnover

There are several reasons why employees may consider quitting, according to Boufford. The CTO also adds that a detailed framework that analyses the causes of employee turnover can help you take the necessary measures to reduce it.

He shares a sample framework to identify a few healthy and unhealthy causes of turnover:

Healthy Causes:

  1. They’ve found a new passion and need to devote their time to pursue it.
  2. They’ve found a better opportunity to advance their career.
  3. They want to do something on their own.

Unhealthy Causes:

  1. They resign to join a competitor. 
  2. They feel like they were mistreated or have issues with the team dynamics.
  3. They don’t feel like they’re learning anything new.

Strong employee retention has significant benefits, but it pales in comparison to the advantages of fostering healthy company culture, according to Boufford. A company with solid values assures that people stick around, not because they haven’t found a better opportunity, but because they want to. And thus, if you take steps to cultivate healthy behavior, a high employee retention rate will be just one of the many benefits your organization sees.

Read the complete article. 

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By Sep 4, 2021