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How to Incentivize Developers

Post by Rich Moy on Feb 23, 2017 12:00:00 PM

It’s easy to assume that offering a huge cash bonus will incentivize developers to go the extra mile whenever you urgently need to get something done. Sure, developers aren’t against earning a few extra dollars when they can, but it’s not the only thing that motivates them to take on mission-critical projects that are otherwise outside of their scope of responsibilities. These types of cash-based incentive programs also tend to reward developers for things that don’t move the needle quite the way your company needs.

3 Developer Hiring Mistakes to Avoid When Recruiting for Culture Fit

Post by Rich Moy on Sep 7, 2016 12:00:00 PM

Creating and supporting an environment in which developers want to work is serious business for employers. Not only do you want to ensure that your company culture enables your current developers to get things done, but it can also be a crucial recruiting tool when you need to ramp up your team. It’s understandable to pass on a candidate if he or she isn’t capable of adapting to things like your staff’s work or communication styles. However, there are a few subtle developer hiring mistakes that employers make when recruiting for culture fit that are unfair to the candidate and can lead to some dicey hiring decisions. To help you avoid passing on an outstanding developer because he or she doesn’t “fit your culture,” here are a few things to keep in mind.

4 Unique Continuous Learning Programs Companies Offer Developers

Post by Rich Moy on Jul 21, 2016 12:00:00 PM

One of the best indicators that a developer is passionate about writing code is his or her desire to always be learning. Even the most experienced programmers are always looking for ways to hone their current skills and learn new technologies. While this is no secret to anyone who needs to hire developers, it can be easy for employers to lose sight of the importance of providing professional development opportunities for their engineering teams. We spoke to a few companies about the types of continuous learning programs they’ve implemented for their developers. Here’s what they had to say.

5 Unique Benefits Companies are Offering Developers

Most developers reap the benefits that typical companies offer, like healthcare and free coffee in the office. We already know what developers care about at work (working on interesting projects and work-life balance, for example), but what about those tangible perks that are typically displayed on the employer’s Careers page? Here are some unique benefits we found that companies are offering their technical employees.

Employee Recognition Ideas Developers Actually Want

It’s common knowledge that people want to be recognized – in some way, shape, or form – of their achievements and hard work. This rings especially true in the workforce. Who wants to work for a company that fails to see them as a valuable employee and instead sees them as just another number? Recognition works to motivate employees to continue succeeding in their roles, strive for bigger and better things, and can help improve retention rates. This is incredibly helpful for those highly-coveted employees, like software developers.

Does Your Company Have a Mission? Here's Why it Should.

Post by Rich Moy on May 11, 2016 1:00:00 PM

It would be easy to assume that if you offer perks like laundry service, free lunch, and an in-house sauna, developers will form a long but orderly line at your door in hopes of coming to work for you. Although developers do consider these types of benefits when they evaluate new job opportunities, they also want to be sure that the companies they work for have priorities that align with their own. In fact, over 40% of the developers we surveyed said that believing in the company mission is important to them at work. To help you start conversations with your team about defining your company mission, here are a few reasons why it matters to developers.

3 Ways to Rethink Annual Tech Performance Evaluations

Post by Rich Moy on Feb 24, 2016 12:00:00 PM

Developers who work for companies that still prioritize annual performance evaluations tend to have the dates for those reviews circled on their calendars, but not because they’re excited about them. In fact, these evaluation periods are often the most stressful time of the year for developers. Our CEO Joel Spolsky is not a big believer in the traditional yearly performance review, and once wrote that even positive reviews don’t have a dramatic impact on employee morale. He adds, “A positive review makes them feel like they are doing good work in order to get the positive review [...] instead of professionals who actually care about the quality of the work that they do. With all of this mind, how can HR leaders rethink the way their companies conduct technical performance evaluations?

The Trouble With "Culture Fit"

Post by Rich Moy on Nov 12, 2015 1:30:00 PM

The culture fit assessment has become so widely used by recruiting teams everywhere, it often becomes just as much of a requirement as some of the practical skills on a job listing. Of course, it’s important to invest your time and energy in fostering a work culture that would make any developer want to come work for you. However, even though you might have a general understanding of what it means to your team, the term has become a catch-all that allows hiring managers to make swift decisions about candidates based solely on a gut feeling.

While it’s difficult to design a culture fit assessment beyond anything anecdotal, it should go far beyond your first impression of how that person interacts with you and your colleagues. How can you define what “culture fit” means for your company? And how can you be more regimented about sticking to it?

Are You Offering Relocation to Your Future Developers?

You’ve found and interviewed your ideal developer candidate. There’s only one problem – they live in Arizona, and your offices are located in New York. Developers work all over the world, so often your ideal candidate isn’t waiting around in your backyard.

The tough decision then comes down to three possible outcomes; you pass on them and try to find a candidate that lives closer, you hire them and let them work remotely, or you offer a relocation package to help cover the moving costs. You’ve concluded that the hire for this specific role needs to work out of your office (so working remotely is off the table), which leads you to start Googling “relocation assistance” on your computer.

Relocation assistance packages can vary from company to company, but often include offerings such as childcare assistance, lease break coverage, lodging, storage, temporary housing, and spousal job support. There are many benefits of offering relocation to your employees, some of which are outlined below.

Company Culture: It's More Than Beers With Your Co-Workers

Recently, a company I work with was building their Company Page on Stack Overflow and lamented to me that they didn’t have any cool pictures of employees drinking beer and hanging out. They saw a number of different companies display those types of pictures and felt that they wouldn’t be able to compete. This company was falling into a common trap in today’s hiring marketplace: thinking company culture revolves around cool perks, drinking beer, and hanging out with your co-workers.

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