Last week I read a post by Laurie Voss (npm’s CTO) about the process of hiring good developers. There is some really good advice there, but the article also felt as if it described a world that was just a little bit too perfect. Maybe that’s the difference between the Apple universe and the Node universe, or maybe between the United States and Poland, but some bits and pieces of the article just didn’t stick. So I decided to write a few words on how we approach the process of hiring people. First of all, if you want to read what kind of questions do we ask at out technical interviews, Bartek wrote a good piece on it. Go ahead and read it, especially if you plan on sending your résumé our way. Here, I will try to concentrate more on the human and behind-the-scenes aspect of the process.
I want to share something with you today: although I’m a Project Manager, I despise tracking time and keeping worklogs. Each day at the office is usually divided into numerous smaller activities with frequent context changes. Despite my utmost desire to map out the workday ahead of me, I can’t fully commit myself to that task because, by definition, Project Managers have to dispatch problems as fast as it is humanly possible.
On the other hand, I completely understand the reasoning behind tracking time and the value that proper worklogs can have for any given organization, and this post will delve into both of these issues. Hold on to your seats, this is going to get pretty wild.