Read book Smart and Gets Things Done Joel Spolsky's Concise Guide to Finding the Best Technical Talent –

My expectations were uite different for that book When I read Smart and gets things done I was like Cool I will learn a way to The ne thing that this book taught me for sure is that I wouldn t ever get a job at Fog Creek author s company The book is from 2007 which means it is pretty How to Grow Hydroponic Marijuana At Home: A Complete Guide to Growing Most Potent Cannabis Ever! old as for software development world standards and somef the advice is deprecated However I found most La Prise de l'Elysée: Les Campagnes Présidentielles de la Ve République of the stuff at least enjoyable and informative It is probablyne single book that virtually every HR person and manager that would like to hire developers should read mostly because it is a really uick read and provides actual real world advice Author has a bright style and made the book uite funny so I guess it was time well spent Also the best piece f advice from this book is in the title The and part f it is crucial Don t know what the idea behind the formatting The Ugly Princess of the book is The extra extra wide margins and the huge font are probably to make the book at least thick enough to be seen as a book rather than the booklet it is As for the content it startsff like any good self help guru autobiography by making statements that most people would agree n so as to make the reader think Oh That s true Like saying that ergonomic chairs are ergonomic and then breaking down the cost ver the number f toilet papers that can be bought from that money Simple stuff And moving n to making proclamations after thisMost f the stuff is self contradictory with explicit disclaimers that it worked for the author but it might not work for thers Actually we can t say with any degree Harvest to Hydrosol: Distill Your Own Exquisite Hydrosols at Home of certainty that those specifics This book proposed that if you have the Best Working Conditions you get the Best Programmers to develop the Best Software which results in ProfitThe preface for this is the the ualityf the work and the amount Hunchback of time spent are simply uncorrelated Productivity is 5 to 1r 10 to 1 between programmers You can t afford to be number two Buddy or to have a good enough product It has to be remarkably good by which I mean so good that people remark about it Having really really really talented software developers is yournly hope for remarkableness The great software developers indeed the best people in every field are uite simply never The Space Child's Mother Goose on the market The average great software developer will apply for total maybe four jobs in their entire career Whereas bad people aren the market uite a lotHow to find people who are not The Quotable Hitchens from Alcohol to Zionism: The Very Best of Christopher Hitchens on the market1 Go to the mountain What conferences do they go to Top end conferencesr up and coming technologies Where do they live What The Greatest Survival Stories Ever Told: Seventeen Incredible Tales organizations do they belong to Which websites do they read Avoid advertisingn general purpose large job boards as the bad people who are all ver the market will apply and swamp you2 Internships Students are lazy with lots f Cómo ligar con esa chica que tanto te gusta y a la que le gusta otro options so can rollut Death Threat of uni into a job For the goodnes try to attract them a year r two early they might need some training but it is beneficial for both sides You will likely need to have a contact at the Uni to find the best students If they are great make them a good ffer for after graduation3 Build your wn community Referalls Tend to be from former companies tent do be from the same company which can be risky Nobody wants to persuade their friends to apply for a job at their company nly to get rejected If you pay too much for referrals then they will coach people through the interview processWork space Private ffices make programmers productive and programmers prefer it Putting n headphones with music to drown Porter Rockwell: A Biography out the ambient noise reduces the abilityf programmers to have useful insights Office location Does the Satire office look exciting Good chairs don t cost that muchver their lifetime and if you take the cost per week it is cheaper *Than Most Other Office Facilities People Want To Work With *most Deflower the Boss otherffice facilities People want to work with cheerful and happy people Smart and Gets Things Done and not a jerk Managers can advise but they must be extremely careful to avoid having their advice interpreted as a commandThing which annoy programmers being told to use a certain programming language people being promoted because Hebrew magic amulets of their ability to network rather than being promoted strictlyn merit being forced to do something that is technically inferior because someone higher than them in the rganization r someone better connected insists Being There on itPeople want to workn something cool exciting new languages attract peopleYoung programmers especially are attracted to ideological companies هذه بلادنا: الجواء open sourcer the free software movement social causes benefiting societyDevelopers don t really care about money unless you re screwing up Buddha's Brain: The Practical Neuroscience of Happiness, Love, and Wisdom on thether things it means people aren t really loving their job If potential new hires just won t back down n their demands for utlandish salaries you re probably dealing with a case f people who are thinking Well if it s going to have to suck to go to work at least I should be getting paid well That doesn t mean you can underpay people because they do care about justice you do have to pay competitively as long as the salaries are basically fair they will be surprisingly low n their list Witness to the Martyrdom: John Taylor's Personal Account of the Last Days of the Prophet Joseph Smith of considerations Offering high salaries is a surprisingly ineffective tool invercoming problemsResumes filtering Be selective about how we advertise jobs to limit the amount f poor CVs Use a strictly bjective system f reviewing and sorting them this is not a filtering criteria it is just to sort a big pile f CVs to find candidates who are most likely to be suitable so they get interviewed first Passion Jobs with computers r experience programming going back to a very early age People who love programming ften work The War at Home: One Family's Fight Against PTSD on theirwn programming projects r contribute to an pen source project in their spare time Sometimes certain programming languages r technologies indicate evidence f someone who loves to explore new technologies Pickiness Specific covering letter to the company a custom cover letter is a sign that if we do make this candidate an ffer they re likely to accept it programmers who can communicate their

ideas clearly so 
clearly so well structured and gramatically correct CVs Brains Math camp programming competitons etc Selectivity Have they been through a rigorous review process before either for Uni r another company Hard core Some development work is just harder than Ten Thousand Goddam Cattle: A History of the American Cowboy in Song, Story and Verse others if they have the harder work then they standut Diversity Trying to bring new ideas into the team to break people Set Theory, Logic and Their Limitations outf group think and their wn echo chamber Great developers are likely to have enough ptions f places to work that any extra hoops will put them ff bothering to apply Any technology you know right now might be The Stringbean Murders outf date in a year you are looking for people who pick things up uickly and can learn new things so don t filter CVs n key wordsPhone Interview Get the candidate to describe their career history and basically tell me about themselves Looking fo. A guide to attracting recruiting interviewing and hiring the best technical talentA comprehensive system for hiring top notch technical employees Packed with useful information and specific advice written in a breezy humorous style Learn how to find great people and get them to work for you in an afternoonThe top software de.

Joel Spolsky ä 0 Read

Smart and Gets Things Done Joel Spolsky's Concise Guide to Finding the Best Technical TalentD a lot f condescension There are some useful tips but Stricken (Asphalt Cowboys, others I feel were just wrong There is weird stuff about how programmers talking about Olog n is using jargon What comesff in the book is that Spolsky is pretty The Sporty Game opinionated about the hiring process without doing some self assessmentf whether it really makes sense This book is a guide to hiring developers using humiliating techniues that are wildly common today but hopefully die soon Making a candidate write code American Yakuza II on paper Whiteboard interviews Asking uncomfortablestressful uestions to see how a candidate deals with them basically sadism Dividing people in smart and dumb Assuming that some people cannot be good programmers according to Joel you re bad if you don t understand recursionr pointers well Sending a candidate through 5 6 interview rounds a day Boasting about fancy Inventions That Changed the World: Working Wonders offices parties limos andther cheap crap etcThe book is written from the position Love Onboard: Cupid's Caribbean Cruise of a rockstar developer who created a popular rockstar company wherenly the privileged talented and gifted people are allowed to work basically those who can write a compiler Vertical Mind: Psychological Approaches for Optimal Rock Climbing on a napkin using Haskell and understand pointersThe book is polarized fullf prejudice Nothing is said about psychology impostors different personalities and treating people well Overconfident rockstars assessors who think they are 10x productive than Blood Love others and hitting the high notes freuently choose new bros into the privileged closed clubThere were good parts about hunting new grads and some non hiring hints that you can learn from DeMarco s Peopleware and Brooks Mythical Man Month Otherwise use practices described in this book at yourwn peril This book is harmful to the software industry This is a very uick read n how to hire programmers It s full f insights and interesting thoughts from someone who has been in the trenches f being a programmer and hiring programmers for years who has succeeded at both tasks and who has thought deeply about why He has great points n how to find programmers hint job boards don t work and how to build an environment where programmers can be productive For those reasons it s worth reading However while I respect Spolsky and have followed his blog for years I don t agree with a number f key points in the book Spolsky makes most f his arguments about hiring as if they are scientific facts whereas most f what he says actually consists f anecdotes correlations and guesses For example when he makes the claim that interview uestions about pointers can be used to distinguish between good programmers and great programmers he has nothing but anecdotal evidence to back that up It s entirely possible that the programmers he rejected who failed his pointers interview uestion would ve actually been great employees Without a controlled experiment we don t really know Obviously I don t expect Spolsky to be spending his time n controlled scientific experiments but I do expect him to present his stances as conjectures rather than absolute truths The sad truth about hiring is that we all suck at it and not acknowledging that does a lot f harm to this industry As an example DIY, Dammit!: A Practical Guide to Curse-Free Crafting of the harm this trust me I know what I m doing attitude can have is Spolsky s claim that programming ability such as understanding pointers is innate and cannot be taught I call BSn that No ne is born understanding pointers And if a large percentage f people can t learn pointers my guess is that has to do with the ability f the teachers than f the students But that s just my guess and I prefer to label it as such Spolsky presents it as a hard fact The either you have it r you don t fixed mindset is IMO harmful to the software industry We need to encourage people to take up programming rather than scaring them away because they might have been born
a muggle sposky 
muggle Sposky white board coding I would argue this is a horrifically ineffective way to evaluate programmers that this industry should have abandoned long ago Working n artificial problems from CS 101 that can fit in a 45 minute slot writing code by hand with no compiler no syntax checking no auto complete no Google r StackOverflow yes every programmer uses these constantly while coding no libraries no ability to incrementally buildrun the code no uiet time to do thinking instead speak all your thoughts ut loud because that s totally natural and a ridiculous pressure to prematurely Cutthroat optimize the shitut An Eastern Orthodox Response to Evangelical Claims of a tiny piecef code is NOT my idea The Claiming of the Shrew of an effective interview process A book like this recommending it as a best practice does harm to the industryIn short if you re going to hire programmers it s worth reading this book but don t take it as gospelAs always somef my favorite uotes from the book *Duplication Of Software Is *of software is That means the cost Summoned of programmers is spreadut ver all the copies f the software you sell With software you can improve uality without adding to the incremental cost f each unit sold Essentially design adds value faster than it adds costThe real trouble with using a lot f mediocre programmers instead Baghdad, Mon Amour: A Journey of Exile and Return of a couplef good Dead Inside ones is that no matter how long they work they never produce something as good as what the great programmers can produce Five Antonio Salieris won t produce Mozart s Reuiem Ever Not if they work for 100 yearsIt s not just a matterf 10 times productive It s that the average productive developer never hits the high notes that make great softwareThe great software developers indeed the best people in every field are uite simply never n the market The corollary f that rule the rule that the great people are never The Taste of Spruce Gum on the market is that the bad people the seriously unualified aren the market uite a lotWhen a programmer complains about politics they mean very precisely any situation in which personal considerations utweigh technical considerations Nothing is infuriating than when a developer is told to use a certain programming language not the best ne for the task at hand because the boss likes it Nothing is maddening than when people are promoted because She Stoops to Conquer of their ability to network rather than being promoted strictlyn merit Nothing is aggravating to a developer than being forced to do something that is technically inferior because someone higher than them in the Slow Getting Up: A Story of NFL Survival from the Bottom of the Pile organizationr someone better connected insists Orb on itIn a high tech company the individual contributors always have information than the leaders so they are really in the best position to make decisions When the boss wanders into anffice where two developers have been arguing for two hours about the best to compress an image the person with the least information is the boss so that the last person you d want making a technical decisionThe military uses Command and Control because it s the The Dandy and Lady Penelope only way to get 18 yearlds to charge through a minefield not because they think it s the best management method for every situation. O founder f Fog Creek Software for recruiting the best developers in the worldIf you've ever wondered what you should be looking for in a resume if you've ever struggled to decide whether to hire someone at the end f an interview r if you're wondering why you can't find great programmers stop everything and read this book.
Baghdad, Mon Amour: A Journey f Exile and Return Selling to VITO the Very Important Top Officer: Get to the Top. Get to the Point. Get to the Sale. Dead Inside The Reformation (World History Series)
R Technology How did they do things What was their role CV validation Politics How the candidate handles challenges Looking for people who got things done even in the face f pposition I m looking for people who challenged the status uo who vercame bjections and who made things happen Whose idea was it Who convinced whom Who did what Did it work ut Why not Get the candidate to solve a technical problem This should take something the candidate is familiar with but are unlikely to have implemented themselves The aim is to look at their approach rather than getting them to speak code A History of Prophecy in Israel, Revised and Enlarged over the phone Get the candidate to ask uestions about the company This shows if they have done any research and what they are interested inInterviewing 6 interviewers at least 5 peers not managers If two people would reject the candidate end the interview at that point Don t interview multiple people atnce There are three catorgories Nos Maybes never hire maybes Superstars Hire but not for my team is a no hire I m a little concerned about is a no hire Perhaps is a no hire It is much much better to reject a good candidate than hire a bad Think good thoughts about a pussycat one Look for people who are Smart and Get things done Bad interviwers Interviewers who just talk the entire time People who are just looking for trivia eg What s the difference between varchar and varchar2 in Oracle 8i smart does not mean knows trivia aptitude is important Any skill set will beut One, Two, Three Me of date in a couplef years Good practice Know as little as you can about the candidate in advance so it does not bias your pinion don t listen to recruiters pinions don t ask around about the person before you interview them never talk to the Sex and Lust in Tijuana: True Sex Stories of the Tjamigos other interviewers about the candidate until you ve both made your decisions independently This provides the least amountf bias for r against the candidate Good candidates are passionate they might be passionate in favor r against but passion is key Bad candidates just don t care can explain what they have done in a way a normal look for signs Tea for Ruby of leadership how have they pushed forward to get things done write code and discuss it pointers recursion data structures ask them to find bugs in their code even in the unlikely event there are none to see how they approach it Even if they are a bad candidate you want them to like your company and go away with a positive impression Don t ask uestions such as are they married have kids etc even in a conversational way as this adds nothing and the candidate might feel this has been used against them which is likely illegal Backf the envelope uestions eg How many piano tuners are there etc are a good way to provoke a conversation Do feedback instantly before you forget about the candidate If 4 The Life of Saint Philip Neri or 5 people think this person is worth hiring then you likely won t go wrong If you do have to say no to someone do it uickly and respectfully Great people are much much valuable than average people three to ten times as productive costing 20%r 30% Teams Why don t they work performance measurements and incentives devastatingly ineffective Remove the parts which are not working Anonymous peer ranking with the ptions Great developer Needs specific improvements Hopeless Firing poor performers can increase moral because poor performers are taking time away from the good performers If you can t fire them move under performers to a place where they can t cause any impact Putting in things which do work Three approaches to leadership The Command and Control Method Tell people what to do and tell them ff if they don t do it Disadvantages for developers Smart people rebel against doing what they are told without good reasoning Micromanaging would reuire a huge amount f managers to micromanage everything That r you hit and run not seeing the conseuences I only Like the Fingers of the Guy I Hate, Vol. 1 of your decisions The management have the least knowledge so are ill placed to make decisions The Econ 101 Method Give them financial rewards and punishments to create incentives aka replaces intrinsic motivation with extrinsic motivation When you stop paying the bonusr when they decide they don t care that much about the money they no longer think that they care even though they might have cared before you started giving them a bonus for it They ll find some way to The Whistle Pig optimize for the specific thing you re paying them without actually achieving the thing you really want You re encouraging developers to game the system You can t abdicate your responsibility to train your people by bribing them The Identity Method Make people identify with the goals you re trying to achieve The Identity Method is a way to create intrinsic motivation Make a pointf f eating lunch with my coworkers It s hard to understate what a big impact this has n making the company feel like a family in the good way by sharing information people will do the right thing Joel is *One Of The Best *of the best n the internet if you want to have read about software business and this book follow the same ualityThings change fast in software The book was wrote before the Continuous Delivery got n the mouth Church Planting Is for Wimps: How God Uses Messed-Up People to Plant Ordinary Churches That Do Extraordinary Things of everybody so the author tells about CI practices without mentioning it I m not criticizing it contrariwise I believe the author have merits in elaborating practices before all the movement start I had some problem about interviewing people and also how actuallyther people manage their teams This book is like a treasure and that s not very controversial It s hard to understate such a big impact this book has n me I like it very much and
highly recommended smart 
recommended Smart Gets Things Done 2007 by Joel Spolsky is Spolsky s guide to hiring good programmers and setting things up so they can work best Joel n Software was for a number f years in the 2000s a well read software engineering blog Spolsky worked for Microsoft then founded Fog Creek software that made a bug tracker and then went n to co found the incredibly useful Stack Exchange site The book is mainly about hiring and Spolsky describes how he hires and how he thinks you should hire Spolsky says that companies should hire the best after phone screens code writing in interviews and careful checks and then pay them very well and put coders in Rufus offices The advice is all fairly solid the issue being that it s solid for a company that is able to pay well and give top software engineers what they want There is little consideration given to companies that can t pay that well but still need someone to workn their code Something that is interesting about the book now is that it predates the massive growth f the Agile movement and also some modern tools like Continuous Integration Continuous Deployment and DevOps This doesn t take much away from the book but does show how things have moved n Smart and Gets Things done isn t a great book but it is a good You Are a Miserable Excuse for a Hero!: Book One in the Just Make a Choice! Series one and a book that has uite a few useful tips for anyone involved in hiring A littleutdated an. Velopers are ten times productive than average developers Ten times You can't afford not to hire them But if you haven't been reading Joel Spolsky's books r blog you probably don't know how to find them and make them want to work for youIn this brief book Joel reveals all his secrets from his years at Microsoft and as the