what software developers do best is learn.
Employers should be looking for passionate, driven, flexible self-educators who have a proven ability to code in whatever language
Requiring X years of experience on platform Y in your job posting is, well, ignorant. As long as applicants have 6 months to a year of experience, consider it a moot point for comparison… Platform experience is merely a baseline, not a differentiator of real importance.
If a developer is looking for a particular tech that you don’t know, my strategy has always been
to be up front, and say “I don’t know it off hand, but I can buy a book and learn it fairly quick.”
Some people work for 5 years and gain 5 years of experience. Some people work for the same 5 years and gain 1 year of experience 5 times.
MSFT hiring mantrais “Hire for the company, not the job.”
Smart is good, “know-it-all” is bad.
Software development depends very much on communication between team members. The biggest issue on software teams is making sure everyone understands what everyone else is doing… If we use my evidence-free guess as the basis then to get double the productivity we need to quadruple the team size. So our average talent team needs to have forty people to match our ten talented people – at which point it
costs twice as much.
…but perhaps the greatest contribution a talented team can make is to produce software with greater internalquality. Since talented programmer tend to produce good code-bases, this implies that the productivity advantages compound over time due to internal quality too.
…any true measure of software development productivity must be based on delivered business value…
I might argue that a successful project is one that delivers more business value than the cost of the project. ..