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Why Cutting Developer Equipment Costs Can Negatively Affect Your Bottom Line

Post by Rich Moy on Apr 13, 2017 12:00:00 PM

I bet you can think of at least one time when a financial report led your company to cut costs however possible. From what I’ve seen over my career, this has led leadership teams to say to themselves, “If our team’s computers are at least turning on, that’s good enough for right now.” While it might seem like you have bigger priorities when your company isn’t flush with cash, the developers who responded to this year’s Developer Hiring Landscape made it clear that there’s a direct correlation between their overall job satisfaction and their satisfaction with their equipment. Let’s take a deeper look at the importance of a workstation—and how cutting corners on developer equipment can ultimately affect your bottom line.

Why Programmers Want Private Offices

Ask any of your employees or coworkers what they think makes a workplace attractive and you’re bound to get a variety of results. Some may refer to the benefits, while others are more concerned about the standard working hours. Developers, however, often will bring up the physical work environment when asked this question.

But why? The type of work that developers do day in and day out requires a space that’s noiseless with minimal interruptions. Distractions such as phone calls, chatty coworkers, or constant questions from colleagues completely interrupt the developer’s flow of work and kill their productivity. For them to perform optimally, they need space and quiet. It’s as simple as that.  

A Look Inside Mentorship Programs for Developers

If you take a look at some of the most successful engineering teams, you’ll likely notice they have implemented some type of training or mentorship program. Developers want to constantly be learning new things and improving their skills. Having these types of programs within an organization is a great way to allow them to do just that.

Mentorship programs for technology roles are typically broken up into categories: mentorships for students or new programmers looking to enter their first development job and developers starting at a new company/learning a new language. The programs can vary greatly if the mentee is a more established developer than a newbie, but the main principles of the mentorship will be the same. If you’re considering implementing one of these developer mentorship programs at your company, here are some real-life examples to draw inspiration from.

3 Career Challenges Facing Software Developers in 2016

Post by Rich Moy on May 2, 2016 12:00:00 PM

Because you’re so busy trying to recruit and hire developers, it’s easy to say, “I’ll think about how our developers experiences at work can be difficult after I’ve hired them.” However, understanding the unique challenges that developers face in their careers is not only a good way to connect with potential candidates, it’s also good insight to boost your retention efforts. Here are a few career challenges that the respondents to the 2016 Stack Overflow Developer Survey told us they face.

4 Things That Contribute to a Developer’s Job Satisfaction

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

Every developer you meet will have a slightly different list of things that he or she considers important at work. It’s easy to jump to the conclusion that understanding what’s essential to developers means getting to the bottom of the types of perks they want. You might think “We can’t compete with the Olympic-sized pool our competitor offers, but we’ll win them over with free dog grooming services!” However, based on what we learned in this year’s developer survey, these amenities alone are not deal makers or breakers. Here are a few things that the developers we surveyed told us they contribute to their overall job satisfaction.

Why More Tech Companies Than Ever are Flocking to Denver

Post by Rich Moy on Oct 6, 2015 1:00:00 PM

Denver has always been known for its majestic mountain views, burgeoning music scene, and unbeatable beer culture. However, over the last few years Denver has also grown into a technology powerhouse. Earlier this year, the 2015 Kauffman Index ranked Denver 5th in overall startup activity, which includes the rate of new entrepreneurs, opportunity share of new entrepreneurs, and startup density.

Now that we have data to support the fact that Denver is a booming place for startups, what else about the city makes it so great for tech companies—and top tech talent—to lay their roots?

Move Over Silicon Valley – San Francisco Pulls Ahead as a Leader in Tech

When you think of tech hubs, undoubtedly Silicon Valley comes to mind. The area in California, which covers San Jose, Sunnyvale, and Santa Clara, tops almost every list mentioning technology innovation or the latest startups. But what about the city just north of the Valley?

London's Tech Scene: The Next Silicon Valley?

London has always been an area of innovation, growth and adaptation. But over the past eight years it has developed into one of the largest tech startup cities in Europe. London’s “Tech City”, located in East London, is just one of the large hubs of technology. As of 2012, there were over 300 startups and large tech brands located in the area. In addition, the UK currently has the largest digital economy in theG20, which is greater than China, Germany, and even the United States (home of Silicon Valley).

It’s clear that London has been right at the forefront of this digital change. But how did this come to be and why are so many employees and companies flocking to London?

Getting Started With Talent Segmentation

Take a minute to review your company’s careers page. In all likelihood, it depicts life at your company, shows your mission statement or a few photos, highlights a selection of employee benefits, and lists the open opportunities at your organization. Individual job listings probably link to a description of the roles and responsibilities required.

Can you spot the inherent flaw in this model? It structures your company careers page in a way that implies that all candidates are interested in the same benefits. But if you’ve ever recruited talent for different roles simultaneously, you’ve probably already figured out that your “closing pitch” when hiring a sales rep is completely different from the one you use on developers. So this begs the question: Who’s really interested in that generic portrayal of life at your company, anyway? Is there a better way to position your organization so you attract different types of candidates with distinct selling points?

Employer Branding from the Recruiting Perspective

Branding has long been a term used in marketing; branding campaigns, product branding, company branding, and all other realms of branding have marketing written all over it, right? In the recruiting world, the term branding can sometimes be the huge elephant in the room that no one wants to address. Recruiters tend to pass this along as a marketing responsibility or as something that isn’t directly in our wheelhouse for day-to-day responsibility. Unfortunately, many recruiting teams find themselves tasked with highlighting the company brand to attract top talent and don’t know where to start. Fortunately, due to advances in technology and the broadened role of recruiting, we can now take branding into our own hands. Here are few ways recruiters can own employer branding without relying on the marketing team:

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