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I'm conflicted.. I, personally, would hire the well-rounded "generalist" individual every time. Yet, I know that as a job applicant, most hiring managers don't
by epoxyhockey 13y ago
I'm conflicted.. I, personally, would hire the well-rounded "generalist" individual every time. Yet, I know that as a job applicant, most hiring managers don't have much vision when it comes to developing a well-rounded team.
- nine_k 13y agoThat's why hiring managers should have little say in the final hiring decision. Their job is to attract interested applicants and weed out the clearly unfitting among them (e.g. those who fake their credentials). The rest of interviewing should be done by actual engineers, peers and colleagues of a prospect employee.
- 7Figures2Commas 13y agoBe warned: many people, especially engineers, are inexperienced and/or poor interviewers. So quality candidates who are savvy enough to look at the interview as a two-way street might very well rule you out as an employer if you're not thoughtful and strategic about who you put in front of them.
- epoxyhockey 13y agoI couldn't have said it better myself. The best engineering teams I've encountered are ones that have an Engineering Manager. The hierarchy is Project/Program Manager -> Engineering Manager -> Engineers. The engineering manager (of technical background) cultivates the engineering team, instills best practices and makes final decisions, without having to sit in endless meetings with the business side (the program manager's job). The engineering manager is usually the hiring manager for more engineers. It's not a sexy, flat organization, but day-to-day operations are less like herding cats and more about promoting technical excellence.