Comments on: 5 Recruiting Tips from the Zoho Team http://damngoodmanager.com/2008/08/10/5-recruiting-tips-from-the-zoho-team/ Tips, tricks, and info on what it takes to be a DAMN GOOD MANAGER Tue, 29 Jun 2010 17:16:06 +0000 hourly 1 http://wordpress.org/?v=3.0 By: Jennifer Ping http://damngoodmanager.com/2008/08/10/5-recruiting-tips-from-the-zoho-team/comment-page-1/#comment-1498 Jennifer Ping Tue, 28 Jul 2009 04:36:13 +0000 http://damngoodmanager.com/?p=38#comment-1498 I couldn't agree more, talent is not just witth the experienced. And often the more "branded" they are, the higher the cost. But it doesn't mean you can't get a good developer with a budget, it just means you need to overlook the fancy large agency experienced and be open to looking at people out of smaller shops who's looking for the opportunity to make it in the big leagues. However, hiring strategy is dependant on your organization need. Not every senario calls for a superstar and not every role is something that you can wait for someone to grow into. There are times where you find yourself needing people taht ahve the proven experience and there are other times where you do have room for someone to grow into a role. Hence understand what it is you're looking for, it will help determine what type of candidate you will need! I couldn’t agree more, talent is not just witth the experienced. And often the more “branded” they are, the higher the cost. But it doesn’t mean you can’t get a good developer with a budget, it just means you need to overlook the fancy large agency experienced and be open to looking at people out of smaller shops who’s looking for the opportunity to make it in the big leagues.

However, hiring strategy is dependant on your organization need. Not every senario calls for a superstar and not every role is something that you can wait for someone to grow into. There are times where you find yourself needing people taht ahve the proven experience and there are other times where you do have room for someone to grow into a role. Hence understand what it is you’re looking for, it will help determine what type of candidate you will need!

]]> By: Geoff http://damngoodmanager.com/2008/08/10/5-recruiting-tips-from-the-zoho-team/comment-page-1/#comment-142 Geoff Tue, 12 Aug 2008 14:17:39 +0000 http://damngoodmanager.com/?p=38#comment-142 I have to agree fully with points 2 and 3. At Critical Mass, we've hired a lot of people over the years based on "attitude", even if their technical skills were sketchy. We knew (from experience) that with a decent amount of pushing in the right direction that they'd turn out to be killer devs. We weren't always right -- there will always be a couple that don't work out as desired. Others might take more effort than you'd hoped for. But the end result is often evangelists and new teachers. I have to agree fully with points 2 and 3. At Critical Mass, we’ve hired a lot of people over the years based on “attitude”, even if their technical skills were sketchy. We knew (from experience) that with a decent amount of pushing in the right direction that they’d turn out to be killer devs.

We weren’t always right — there will always be a couple that don’t work out as desired. Others might take more effort than you’d hoped for. But the end result is often evangelists and new teachers.

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