Beatrice Zana’s Post

Hiring is a difficult process for every Software Engineer who transitioned to Engineering Manager. Any bad decision around that topic might have very serious consequences! So to avoid that I decided to record a short video about how I approach the Hiring Process and what I take into consideration! I hope my hints will help you build great teams and have no issues with finding the best candidates! https://lnkd.in/dgsr_GHv

fellow engineers! today #deel is hosting an Engineering Hiring Happy Hour Event @ 6pm CET in case you're interested in Deel’s Engineering Team and how we work on cutting-edge projects at the fastest-growing SaaS company globally, register and join on the following link: https://lnkd.in/dfRM5daR   speakers: Yaron Lavi, Rene Pedersen, Mauricio Santos, Douglas Franklin - Dive into the scope of Deel’s cutting-edge Tech platform - Learn about Deel’s culture, various open Engineering positions and engineering growth paths - Live Questions

The fastest way to scale your engineering team? Stop hiring engineers. Controversial? Maybe. Effective? Always. Before you post another job ad, consider: 1. The Real Numbers - 6-12 months to hire a senior engineer - $30-50K per hire in recruitment costs - 3-6 months to full productivity - 25% chance of mis-hire 2. The Alternative - Subscription-based development - Instant senior-level expertise - Scale up or down on demand - No recruitment or overhead costs 3. The Impact - Projects start immediately - Predictable monthly costs - Zero onboarding delays - Instant access to diverse skills Scale your capability, not your headcount.

🛑TVS Hiring🛑 👉📌📌Apply now: https://lnkd.in/ewtFcJXP Eligibility Criteria, Number of Vacancies, Salary structure, Allowances, Location and other details are mentioned in given link. Comment Below so that we can screen your linkedin Profile and get know about your experience and qualifications. Openings are available in below category or departments. +Team Leader Engine Assembly +Test Engineer +Embedded Software Engineer +Test Engineer Brakes +Digital Engineer +Sub System Design Engineer +Quality Engineer +Systems Engineer +Application Engineer +Territory Manager +Associate Divisional Manager +Calibration Engineer +Design Engineer F&F +Cyber Security Engineer another vacancies are also updated as arises please visit given site for accurate information. Comment below so that this post can reach to needy one and Recruitment cn be done smoothly by preliminary shortlisting through your profile. note: we never demand money for recruitment process.

I call 50/50 split between management and hands-on involvement a death zone. Something like 70/30 can work well: you're mostly focused on one activity type (be it management or individual contributions) and partially covering another activity. And there's a wiggle room to temporary dedicate more time for one of the areas without another suffering too much. Once it's 50/50, it becomes unsustainable once one of activities requires extra attention. There's a critical technical issue that occupies 100% of your time for a day? You will go back to a pile of managerial issues that will occupy you 100% for a few days instead. You spend a day dealing with management stuff? Now there are deadlines at risk with your hands-on obligations. For this to work for you as an engineering manager, you got to be very conscious what you can afford to commit to at any given period of time. Team is running smoothly → can take on more hands-on work for the next few weeks. Got to onboard new employees or push an organizational change → keep your hands off code except for a few limited things. Pick one chair and put your feet on another one instead of trying to sit on both.

8 controversial opinions on engineering management in 2024: 1. Engineers should prioritize business goals over tech 2. Staying in one place long-term is still a great path 3. Management isn’t a promotion, it’s a new career 4. EVERY engineer should be a product engineer 5. Hiring juniors is better than hiring seniors 6. Help others, even with context-switching 7. Fire quickly if you'd rehire differently 8. Be 100% transparent - no secrets     What's your hot take?

It's easy to forget how bad hiring is, until you really need to do it. And not just "we should open some reqs up." Things like "if we can't hire the right engineer this quarter, we'll be far behind our roadmap." The right engineering hire at the right stage used to be hidden behind so many layers of applications, screening calls, and wading through resumes. We're working hard to make that a thing of the past.

A great way to kick off the week! ⭐⭐⭐⭐⭐ I was very happy to help this talented engineer find a role so quickly and to hear how happy both he and my client were with the whole process. If you're seeking a new engineering career, connect with me and send me a message! 📨 #engineering #engineers #jobsearch

Can an Engineering Manager who is 50% hands-on properly manage a team of Software Engineers as well? A conversation I had with an Engineering Lead I was pitching a position to, but he was not interested. He said with that much hands-on stuff in the role they would not be able to manage effectively. And not enough hours in the day. Even if the team of Engineers is quite Senior. But with most Engineering Leadership roles requiring a lot of hands-on work - surely this is not the case? And companies seem to think it is very doable based on the requirements for pretty much every Engineering Lead vacancy out there right now. #Ventellect #SoftwareEngineering #TechRecruitment