Niwemugisha Denis’ Post

Scorecards or gut feel 🤔 What’s the best way to hire software engineers? 🧑💻👩💻 A well thought out process or good old intuition? Head or heart? 🧠❤️ I’ve seen both over the years, with varying outcomes. What does everyone think? 👇🏼 #interviewing #softwareengineering #scorecards

I have changed my title from senior software engineer to mid-senior software engineer after I’ve been in couple challenging interviews that helped me to define my weak points and started working on them already. It’s not a shame at all to admit that you have over qualified yourself, the real problem is when you insist to ignore your weak points, and act like your always know more than others, until couple of skilled interviewer notice them, and tell you what you probably don’t want to hear. But the worse scenario is to get hired, and assigned to complicated projects, and after a lot of failures you will be embarrassingly get terminated by the recruiters. DO NOT IGNORE YOUR WEAK POINTS, FIX THEM. #jobs #SoftwareEngineering #development

Scrutinizing Mercor's Hiring Proposal: Do the Numbers Add Up? Mercor, a San Francisco-based HR technology company founded in 2022, has recently advertised positions offering $210 per hour for 100 senior engineers. While this appears attractive, a closer examination raises concerns about its financial feasibility. Financial Breakdown: • Annual Compensation per Engineer: • 40-hour workweek: $210/hr × 40 hrs/week × 52 weeks/year = $436,800 • 80-hour workweek: $210/hr × 80 hrs/week × 52 weeks/year = $873,600 • Total Annual Payroll for 100 Engineers: • 40-hour weeks: $436,800 × 100 = $43.68 million • 80-hour weeks: $873,600 × 100 = $87.36 million Mercor's Financial Standing: • Estimated Annual Revenue: Approximately $12.9 million • Total Funding Raised: Around $33 million • Employee Count: Approximately 93 employees Analysis: The proposed annual payroll for 100 senior engineers, even at the lower estimate of $43.68 million, significantly exceeds Mercor's current annual revenue of $12.9 million. This disparity suggests potential challenges in sustaining such salary commitments without substantial increases in revenue or additional funding. Considerations: • Revenue Alignment: Is Mercor's revenue model structured to support this level of payroll expenditure? • Operational Sustainability: Can the company maintain financial health while committing to these salaries? • Strategic Planning: What growth strategies are in place to justify and support this scale of compensation? While competitive salaries are essential for attracting top talent, it's crucial for both prospective employees and stakeholders to assess whether such compensation structures are sustainable within the company's current financial framework. A thorough evaluation of Mercor's financial health and strategic plans is advisable to ensure long-term viability. Note: Financial figures are based on available estimates and may not reflect the most current data.

Should hiring software engineers be expensive? You deserve access to the best developers—completely free of charge. Let me emphasize this: companies looking to hire software engineers should not have to pay any fees to recruiters. If there’s enough interest, soon there will be a launch of a solution where companies can hire 100% vetted developers at absolutely no cost. #engineeringrecruitment

I Interviewed a Candidate for Senior Software Engineer Role last Monday. I got his Coding Round Result prior to the interview and he did not excelled in that. So in the round instead of giving him a LeetCode Hard Problem, I tried to pick his brain over the problem that I am currently solving as a Senior Software Engineer. I explained the problem that I am working on currently and observed how he approached this open ended problem. Here are some things that made a positive impact : (1) He tried to understand the problem fully before proposing a solution - Asked about all Functional and Non Functional Requirement - Demonstrated Customer First thinking (2) Explained the Choices he was making for the design - Told me about the pros and cons of this Choices - Told me about the alternatives that could be used (3) I pointed out an assumption he made that was affecting his choices. Instead of panicking, he kept his composure and came up with a solution. Here are some things that he could have done better : (1) He got in the flow while proposing the solution and made some assumptions on the way. Frequent 2-way Communication with the Interviewer helps in avoiding assumptions and getting more feedback. (2) He could have shown more enthusiasm towards the Company and Job role that he is applying for. Nothing critical but small things matter. (3) He could have been a little less Serious and Smiled a little bit More. PS: The Interview looks totally different when you are the one taking it. Really hope that these insights help you !! My company is still hiring and if you need a referral, comment below or dm me.

Hiring Software Engineers right now? I bet all you want is a curated shortlist of great people. Preferably somewhere between 5-10 candidates with the right skills and experience. Vetted, qualified, and aligned to your expectations and vision. But It’s probably taking you hours to get to that point. Trawling job ads, compromising on expectations and getting half way through the process before having to start again. It’s the same problem you faced 2 years ago. It’s a battle - supply vs demand. Getting to the right people, with the right alignment at the right time. That’s not an easy task. And if you’re not fortunate enough to have a dedicated talent team on standby to help, chances are it’s impacting all the other work you have to commit to. Want to talk about how you can get the result you need without the hefty price tag that’s become all too familiar with hiring?

Many resumes I read are written in a way that restates the basic job responsibilities. "Delivered features every 2 weeks", "Debugged critical system issues", "Implemented X functionality in Y technology". So you're a software engineer. Let me be blunt, this doesn't help you sell yourself. When you write your bullet points in (C)hallenge, (A)ction, (R)esponse (aka CAR) style. It tells a better story and helps me see how you're creating impact. Not only do I want you to do the job, but I want you to make a difference. What it also shows me is that you can empathizes with your audience and can understand different perspectives. #resumes #hiring

Why should we worry about the Hiring process in the Tech industry? Questions like "how do I approach training" or "what kind of skills should I be looking for in my next candidate?" form the basis for an optimal team of developers. Take a look into what hiring a Software Professional entails here: https://loom.ly/jfAeBeU

Strong hire or super strong hire? You get hired as a software engineer when you show that you actually know the concepts. The best way to do that is by applying them. Tech is all about doing, not abstract theory. Learn how to adapt to and pass any tech interview here: https://lnkd.in/djZmzMtR #techcareergrowth #interviewtips #softwareengineering

To all software developers and tech professionals navigating the hiring maze: I see you. The countless applications, coding tests, technical rounds, and waiting can be exhausting—especially when feedback feels elusive. Here’s what I commit to: 💡 Clear communication from application to offer, you deserve transparency. ⌛ Respect for Your Time. I always advocate for streamlined processes with meaningful assessments so your time is valued. 🤝 Whether you’re new to the industry or a seasoned dev, navigating opportunities can be overwhelming. I’m here to help you find roles that align with your skills and values—not just to fill vacancies. Let’s make recruitment human again. We’re building careers, not just writing code. #TechRecruitment #CandidateExperience #HiringWithEmpathy #SoftwareDevelopers #RecruitmentMatters #HumanFirst