MEMBER EXCLUSIVE: HIRING
Deep dive on hiring in tech. The good, the bad, and the techie ;)
Hiring Leaders at Every Level
Strategic Leadership in Tech
HELLO, UNSOLICITED CAREER ADVICE ENTHUSIASTS
We are about to get somewhat controversial and longwinded - as we embark on a journey into the nuanced realms of tech hiring. Prepare for a mix of candid insights and in-depth discussions as we dive into this topic. The sheer expansion of the tech world underscores the critical need for proficient leaders across its spectrum. Although revisiting hiring strategies might feel familiar, it's imperative to recognize that traditional methods might not always align with the current, fast-evolving demands of the sector.
This article is very detailed. I am taking a bit of my own advice on how I’ve coached all my teams over the past several years:
Make it easy for them to do the right thing
Navigating this vast tech terrain, I've gleaned the importance of specialized leadership tailored precisely for each segment of our industry. While anchored in objectivity, my perspective is deeply enriched by real-world experiences. These first-hand encounters often offer deeper insights than textbook theories.
In other words, I will try my best to remove my own personal bias; however, I am human! And that's not necessarily a detriment; it’s through these real-world entanglements that we truly understand the nuances of our profession.
For instance, consider a brilliant SRE I once guided. Their proficiency was highly impressive, yet leadership presented unfamiliar challenges. For them, the technical work was second nature or at least something they had become very skilled at after many years of hard work, but people? That was an entirely different story. Influencing, leading, driving, and collaborating with multiple stakeholders across the company. Not so much. The idea of managing people was not at all desirable; however, they were really good at their craft and were open to learning how to become a leader, guiding technical decisions, and serving as a multiplier.
In an era of rapid technological progression, we're witnessing an intriguing paradox: the more technologically advanced our tools become, especially with groundbreaking AI developments, the stronger our need for genuine human connection, soft skills, and emotional intelligence (EQ). As AI systems improve, automating tasks and churning out solutions at remarkable speeds, they still lack the intricate depth of human emotion and intuition. This emphasizes that while we rely on AI to automate and optimize, genuine human skills remain pivotal in ensuring the ethical, balanced, and effective application of these technologies. The evolving mantra? Embrace the advantage of working smarter.
With these experiences as our compass, let's chart our course through the multifaceted realm of tech hiring. We'll tackle prevailing myths, clarify roles, and spotlight transformative strategies that could redefine our hiring landscapes. Get comfy; this is a long one!
The Dual Skill Myth
Ah, the age-old notion that an ideal tech leader should equally be a master software engineer and a stellar manager. It's a tantalizing thought, isn't it? However, expecting one individual to deep dive into code intricacies in the morning and seamlessly shift to strategic team management by afternoon is, to put it mildly, a stretch.
Did You Know? According to Bersin by Deloitte, the average cost per hire (CPH) for tech companies is $4,325 (in the US). Some employers estimate the total cost to hire a new employee can be three to four times the position's salary (that’s a tech salary - do the math!) Hiring a new employee with benefits costs up to 40% of an employee's base salary - any tech company worth its salt is already including top-tier benefits are a core part of its competitive hiring strategy.
When hunting for this 'dual-skilled' candidate, expenses can rise due to prolonged hiring processes. Moreover, the risk of high turnover from unmet expectations can compound these costs. Oh, and the cost of turnover comes with a handy formula:
[(Average Salary x 50%) + (Average Salary x 250%)]/2
The industry's search for the perfect "unicorn" candidate isn't only costly and can overlook great talents who shine in a specific area. So much for that BOGO (buy one, get one) sale you thought you were profiting from. Facing this reality requires leadership to get serious and be open and honest about priorities. Determine which skillset is the priority before creating a job post and certainly before launching into interviews.
Additionally, the industry's insistence on dual mastery can inadvertently edge out a vast pool of talent. By emphasizing the need for dual skills, we are sidelining talented individuals who shine brilliantly in one specific domain. This not only narrows the talent pool but may also hamper diversity and inclusion, as not everyone has the luxury or desire to wear multiple hats.
That’s if this is still something your company cares about anymore… let’s face it: when the going gets tough, companies that bolstered their reputations during high visibility times will be less motivated to prioritize diversity when building their “lean” engineering organizations. Be honest about this, too. Re-evaluate those published company values.
Yeah, I’m being very candid in this one!
Key Takeaways for Hiring:
- Always adapt to your unique organizational needs.
- Seek candidates who bring value beyond just technical prowess when that’s the right thing to do for your company’s needs.
- Remember that the right cultural fit is invaluable.
- Take the time to plan each role and be honest strategically. This decision will impact the lives of people, families, and communities at a deeper level than an organization’s ARR and operating expenses.
The Dangers of Dual Demands
Modern tech companies seem to want a two-for-one deal. I mean, who doesn’t want something for nothing? Who can resist a great BOGO sale (though you’ve been warned)? You know, a leader that's both technically adept and an exceptional people manager. The quest for such a dual talent sounds promising but comes with inherent challenges.
First, let’s tackle the skills gap. Mastery, be it technical or managerial, requires extensive time and commitment. The constant evolution of the tech realm means that being at the forefront requires continuous dedication. Similarly, honing one's managerial acumen demands time, effort, and a dash of natural aptitude. Thus, expecting one individual to excel in both areas is a tall order; more often than not, one will suffer at the expense of the other.
I've mentored countless individuals thrust into management positions because they reached a certain level of technical expertise. Sadly, many were unhappy, feeling out of depth and overwhelmed. They weren’t prepared for the shift from technical problem-solving to people management, resulting in immense stress. Moreover, I've had to serve as a lifeline for some, coaching them out of job dissatisfaction, burnout, and even depression.
Furthermore, a single person who tries to wear too many hats often results in a diluted outcome. For instance, a technical issue might get a band-aid solution in the hurry of managing a team conflict, or vice-versa. This "jack of all trades, master of none" scenario can hinder innovation growth and can even negatively affect team morale.
Addressing the Startup Conundrum
The startup ecosystem presents a unique challenge. In the pursuit of rapid growth, roles often blur, sometimes resulting in inflated titles to woo investors or attract pivotal talent. However, it's crucial to understand the long-term implications of such decisions.
Insider Insight: I've seen firsthand engineers struggling post their stint at startups with inflated titles. While they held lofty designations, when it came to switching jobs, the real-world expectations attached to such titles often didn’t align with their actual experiences.
Moreover, as startups evolve and grow, the lack of clear skill sets, especially in leadership roles, becomes glaringly evident. The once small team that managed with a technical leader handling both code and people might now require a more refined managerial approach as they scale. Not addressing this early on can lead to significant operational and cultural challenges, slowing growth.
Here's a sample job description from a startup that clearly communicates its unique requirements
Job Title: Lead Engineer & Team Facilitator
Company: StartTech Innovations
About Us:
StartTech Innovations is an early-stage startup revolutionizing the AI landscape. As we're in our initial growth phase, we're seeking individuals ready to wear multiple hats.
Role:
- Drive technical decisions, ensuring our product is at the pinnacle of innovation.
- Simultaneously, play a pivotal role in managing our budding team, fostering collaboration, and ensuring a harmonious work environment.
Requirements:
- Strong technical background, preferably in AI and Machine Learning.
- Prior experience in leading small teams.
- A knack for communication, conflict resolution, and team-building.
Note: As we grow, we anticipate roles becoming more specialized. For now, we need a multifaceted leader who can guide us through this essential phase.
By being transparent in their job descriptions, startups can ensure that potential hires know exactly what they're getting into. This ensures alignment from day one and sets the stage for future growth and specialization. Speaking of job descriptions…
Decoding Roles Across the Tech Spectrum
Before diving in, it's essential to note that while the subsequent breakdown provides general guidance, there's always room for flexibility. Candidates who may not fit squarely within these definitions but bring deeply specific technical abilities, unique non-technical qualities, cultural additions, or other valuable assets to the table should never be overlooked. Every individual has experiences and qualities that can contribute immensely to a company's growth, culture, and productivity.
Delving deep into the tech domain, we see a vast spectrum of roles, each demanding specific skills, experiences, and leadership qualities. Let’s walk through these roles, emphasizing the leadership requirements and technical expertise they encompass.
Junior Engineer (0-2 years of experience)
Brief Bio: Jamie has been deeply involved in local coding groups and projects and has a foundational grasp of programming. They've been part of a tech community project where they collaborated on developing a mobile app.
Interviewing Tips: Assess basic programming knowledge and problem-solving capabilities. Consider one technical round that examines coding fundamentals and a behavioral interview to evaluate team compatibility.
Who to Meet: Direct reporting manager and one potential team peer.
Mid-Level Engineer (3-5 years of experience)
Brief Bio: Alex, having spent about three years in the tech space, has actively participated in several product launches and is currently leaning towards backend development.
Interviewing Tips: Gauge the depth of expertise. Two technical rounds - one that tests theoretical knowledge and a hands-on coding task. The third could be a behavioral interview.
Who to Meet: A couple of potential team peers, reporting manager, and a tech lead or senior engineer.
Senior Engineer/Lead Engineer (6-9 years of experience)
Brief Bio: Taylor, after years in the tech realm, is recognized in their circle for AI proficiency and has played significant roles in project management while occasionally leading coding sprints.
Interviewing Tips: Deep-dive into technical and leadership aspects. Three rounds covering in-depth tech, system design, and a hands-on coding challenge, culminating with a leadership scenario assessment.
Who to Meet: Director of Engineering, a cross-section of potential team members, and possibly a VP of Engineering.
Director/VP of Engineering (10-15 years of experience)
Brief Bio: Jordan has held vital roles in multiple tech-driven initiatives, shaping technology directions and strategies, and is a regular speaker at local tech events.
Interviewing Tips: Blend of strategic, high-level technical, and leadership evaluations. Start with discussions on tech strategies and leadership challenges. End with a cultural fit assessment (which can be an internal assessment not another round of interviewing).
Who to Meet: CTO, VP of Engineering, some business-side leaders, and representatives from teams they'd potentially oversee.
VP/CTO (16+ years of experience)
Brief Bio: Casey, having spent a considerable duration in tech, is a revered thought leader, especially in Cloud Infrastructure. They’ve shaped tech strategies for notable initiatives and have an influential voice in the broader tech community.
Interviewing Tips: Engage in strategic vision setting, high level tech discussions, and evaluate their perspective on current and future tech trends. End with a cultural fit assessment (which can be an internal assessment not another round of interviewing)
Who to Meet: CEO, Board of Directors, Senior Leadership Team, and a mix of tech teams across hierarchies.
At the crux of hiring, beyond just technical prowess, it's the soft skills, leadership potential, and fitment to the company's culture
A Blueprint for Success
Crafting a precise job description is both an art and a science. By laying out clear expectations, companies can attract the right talent, ensuring alignment from day one. As companies grow and evolve, their roles and responsibilities become more intricate and specialized. Here’s a comprehensive blueprint of job descriptions across the tech spectrum, starting from entry-level roles to C-suite positions. These descriptions are designed to bolster the unique but collaborative dynamics of lateral engineering and people leadership levels, ultimately leading to a more efficient, harmonious, and successful engineering organization.
Entry-Level Engineer
Job Title: Engineer I
Job Purpose: To support and contribute to software development projects, learning and implementing best practices under the guidance of senior team members.
Job Duties and Responsibilities:
- Collaborate with team members to design, develop, and implement software solutions.
- Write clean, scalable, and well-documented code.
- Participate in code reviews and integrate feedback for continuous improvement.
- Stay updated with the latest industry trends and technologies.
Required Qualifications:
- Strong problem-solving skills.
- Basic knowledge of software development and programming languages.
Preferred Qualifications:
- Internship or project experience in software development.
- Familiarity with agile methodologies.
Reports to: Engineering Manager
Mid-Level Engineer
Job Title: Engineer II
Job Purpose: To play a pivotal role in software development projects, ensuring timely delivery and implementing advanced techniques and methodologies.
Job Duties and Responsibilities:
- Take ownership of specific modules or features, ensuring they align with the business requirements.
- Collaborate with cross-functional teams for seamless integration and meeting project milestones.
- Contribute to architectural decisions and design system components.
- Mentor entry-level engineers and assist in onboarding and training.
Required Qualifications:
- 3-5 years of relevant experience in software development.
- Strong technical prowess in chosen tech stack.
Preferred Qualifications:
- Experience in CI/CD and testing methodologies.
Reports to: Engineering Manager
Senior Engineer
Job Title: Senior Engineer
Job Purpose: To lead key software development projects, ensuring the application of best practices and maintaining high quality.
Job Duties and Responsibilities:
- Design and architect complex software solutions.
- Lead a team of mid and entry-level engineers, ensuring project timelines are met.
- Engage in code reviews, emphasizing best practices and maintaining code quality.
- Interface with stakeholders, understanding their requirements, and translating them into technical solutions.
Required Qualifications:
- 5-8 years of experience in software development.
- Demonstrated leadership in previous roles.
Preferred Qualifications:
- Strong expertise in multiple tech stacks and architectures.
- Experience in leading projects from inception to deployment.
Reports to: Engineering Manager
Lead or Staff Engineer
Job Title: Lead or Staff Engineer
Job Purpose: To provide technical leadership across multiple projects, driving innovation, and setting technical standards for the team.
Job Duties and Responsibilities:
- Drive the technical vision for the product or system.
- Collaborate with architects and senior engineers to make high-impact decisions.
- Advocate for best practices and standards across the engineering team.
- Mentor senior and mid-level engineers.
Required Qualifications:
- 8-12 years of technical experience with a track record of technical leadership.
- Deep technical knowledge and problem-solving skills.
Preferred Qualifications:
- Thought leadership in the chosen domain, evidenced by publications, talks, or significant contributions to open-source projects.
Reports to: Engineering Manager or Director
Principal Engineer
Job Title: Principal Engineer
Job Purpose: To drive technical strategy, ensuring the product's technical health, scalability, and adaptability for future growth.
Job Duties and Responsibilities:
- Guide technical strategy and architecture decisions across multiple teams.
- Interface with C-level executives to align business strategy with technical strategy.
- Mentor and guide Lead or Staff Engineers.
- Stay updated with industry trends and bring innovative solutions to the organization.
Required Qualifications:
- 10-15 years of deep technical experience.
- Proven ability to design and architect large scale systems.
Preferred Qualifications:
- Recognized industry leader with a strong network.
Reports to: Director or VP of Engineering
Architect
Job Title: Architect
Job Purpose: To oversee the architectural decisions, ensuring that the company's software products are robust, scalable, and maintainable.
Job Duties and Responsibilities:
- Design and oversee the implementation of end-to-end integrated systems.
- Deliver architectural initiatives that drive revenue and improve efficiency.
- Provide mentoring, guidance, and leadership to the engineering team.
- Drive research on the latest software technologies and architectures.
Required Qualifications:
- 10+ years of experience in designing and architecting complex software solutions.
Preferred Qualifications:
- Published research or notable open-source contribution.
Reports to: VP of Engineering or CTO
Engineering Manager
Job Title: Engineering Manager
Job Purpose: To lead and nurture a team of engineers, ensuring project delivery, team growth, and alignment with company goals.
Job Duties and Responsibilities:
- Lead, mentor, and grow a team of software engineers.
- Collaborate with cross-functional teams to set and achieve business goals.
- Ensure timely delivery of high-quality software.
- Handle team dynamics, ensuring a positive work environment and high team morale.
Required Qualifications:
- 5-8 years of technical experience with a minimum of 2 years in a leadership role.
- Strong organizational and project management skills.
Preferred Qualifications:
- Proven track record of leading and scaling engineering teams.
Reports to: Director of Engineering
Director of Engineering
Job Title: Director of Engineering
Job Purpose: To oversee multiple engineering teams, driving the technical vision, and ensuring alignment with the company’s broader objectives.
Job Duties and Responsibilities:
- Set the strategic direction for the engineering department.
- Oversee the work of Engineering Managers and their teams.
- Interface with other departments and stakeholders to ensure smooth collaboration.
- Foster a culture of innovation and continuous improvement in the engineering department.
Required Qualifications:
- 10+ years of technical experience with a minimum of 5 years in leadership roles.
- Proven experience in managing large teams and complex projects.
Preferred Qualifications:
- Exceptional interpersonal and communication skills.
Reports to: VP of Engineering
VP of Engineering
Job Title: VP of Engineering
Job Purpose: To provide visionary leadership for all engineering teams, aligning technical goals with business objectives, and fostering innovation and excellence.
Job Duties and Responsibilities:
- Develop and implement strategic technical plans in alignment with company goals.
- Lead and mentor Directors of Engineering and their teams.
- Collaborate with C-level executives on business and technical strategy integration.
- Ensure scalability, performance, and reliability across all software products.
Required Qualifications:
- 15+ years of technical experience, with a solid track record in leadership roles.
- Demonstrated capability in overseeing large engineering teams and projects.
Preferred Qualifications:
- Experience in diverse tech domains and understanding of market trends.
Reports to: CTO
Chief Technology Officer (CTO)
Job Title: CTO
Job Purpose: To provide overarching technical leadership for the company, steering its technological direction, fostering innovation, and ensuring competitive advantage.
Job Duties and Responsibilities:
- Establish the company's technical vision and lead all aspects of its technological development.
- Collaborate with the CEO and other C-level executives to align the company’s technological vision with its business strategy.
- Mentor and guide the VP of Engineering and their teams.
- Identify and implement technology trends that will be able to support the future growth of the company.
Required Qualifications:
- 20+ years of profound technical experience with a robust track record in top-tier leadership roles.
- Demonstrated capability in tech innovation and setting tech strategy for a large-scale organization.
Preferred Qualifications:
- Recognized leadership in the tech industry with a broad network.
- An understanding of market challenges and the capability to adapt and evolve the technological direction of the company.
Reports to: CEO
This is a generalized guidance; companies should always adapt and mold according to their unique needs. It's pivotal to leave room for exceptional candidates who may not tick all the boxes but bring immense value in terms of culture, innovation, and other non-technical dimensions that could be game-changers for an organization.
The Benefits Beckon
Adopting a refined hiring strategy isn’t just an operational shift; it's a strategic move with tangible benefits. When companies embark on a journey to separate technical and people leadership tracks, they're not just shifting organizational charts but mindsets. Here are some distinct advantages:
Increased Efficiency and Productivity: When leaders are positioned where their strengths shine, they can focus without getting bogged down by tasks they're not naturally inclined to. A tech-savvy leader can delve into deep technical issues without distractions, while a people-oriented leader can concentrate on team dynamics, individual growth, and stakeholder communication.
Higher Employee Satisfaction: Engineers relish the clarity. Knowing that their leaders are adept at addressing either their technical queries or their career progression boosts confidence and morale.
Richer Talent Pool: By being clear in what you seek, you attract precisely that. A clear JD draws talent that resonates with the role's demands, thereby increasing the likelihood of a successful hire.
Mitigated Burnout: Expecting one individual to be a master of all can lead to burnout. When responsibilities are spread out, and there's clarity in roles, people feel less overwhelmed.
Better Retention: With clear career paths and leaders who understand their unique challenges, employees are more likely to stick around. They see a future, a trajectory that aligns with their personal goals and strengths.
Promotion of Diversity: When hiring for a 'super-role' that demands expertise in everything, inherent biases can creep in, and companies may inadvertently lean towards candidates who fit a certain mold. Splitting the roles ensures a broader, more diverse range of candidates, as the requirements are more focused.
As I draw this lengthy discourse to its close, let me reiterate: the tech industry, for all its innovation in products, sometimes lags in innovating its own processes and structures. Many of us have felt the sting of being in roles that don't quite fit or working under leaders who, despite their best intentions, were just not equipped for the specific challenges at hand.
It's high time we recognize and respect the diverse talents required to run a successful tech operation. Not everyone who's a coding genius is cut out for people management, and vice versa. Acknowledging and acting on this fact pave the way for a more inclusive, efficient, and harmonious workspace.
💼 To every organization reading this: don't be afraid to swim against the tide to challenge long-held beliefs. In this change, there's immense potential. Potential for growth, innovation, and for building workplaces where everyone feels they're in the right place, doing the right job. Hire leaders who are passionate and experienced in making holistic strategic decisions that can look beyond short-term gain, are open to hiring people with complementary skillsets, and may challenge the status quo.
🕴🏽To every individual: Know your strengths, understand your passions, and seek environments that let you flourish in those realms. Whether you're a tech maestro, a people's champion, or somewhere in between, there's a place for you. Let's work together to ensure the tech world sees, values, and acts on that. As hard as it is, start saying no to unfair interviewing rounds and biased practices. Speak up when you see them happening at your place of work - be a leader regardless of your title.
Share your hiring experiences or insights. Drop your thoughts in the comments below or reach out directly. Let's drive the change together.
Navigating the ever-twisting maze of tech hiring? Or maybe you're an individual trying to snag that dream role? Either way, you're going to need some navigation tools for this journey. Whether you're on the hiring end or the "I need to be hired" end, don't just wing it. I've been through the rollercoaster, and trust me, a little guidance goes a long way. Ready to get strategic and a bit sassy about your goals? Book a mentorship or coaching session with me. Let's tackle this tech world with flair, strategy, and confidence. See you on the inside! 😉