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My onboarding experience (from 20 years ago) involved all the new hires (engineers) being placed in a classroom environment for two weeks. A senior engineer gav
by hliyan 3y ago
My onboarding experience (from 20 years ago) involved all the new hires (engineers) being placed in a classroom environment for two weeks. A senior engineer gave us a primer on the libraries the company uses (C++) and then had each one of us individually develop a mini version of the system (a trading system). Each day he would visit the classroom for a couple of hours to unblock us and answer questions. At the end of the period, our code was reviewed and we were placed into teams based on how well we did. It was certainly better than the "throw them into the deep end and let them sink or swim" approach.
- ido 3y agoThis sounds like it can work great at HP or IBM, but how do you translate this to a single-digit startup (both size of staff & amount of years in existence)? Or do you just not hire juniors in a startup?
- gonzo41 3y agoMaybe with pair programming where the success of the new hire is an okr for the person being the mentor.
- enord 3y agoEasy. You pay the juniors to study and take some busy dev leads out of their schedule to coach them. The trick is to find the most productive trade of time. Not too much obviously, but very likely not zero. Doing nothing is a big opportunity cost.
- mixmastamyk 3y agoDon’t hire them early in a startup. But, classroom environment doesn’t mean ~thirty students.