Recode’s chief technology officer, Matt Miller, is giving his top advice to anyone who wants to take charge.
In his latest Recodecast, Miller gave his top 3 tips for the new boss, and we’ve pulled them from his original post.
Read moreThe three tips are:The best way to create a codewordYou can write code and have codewords in your resumeWhen hiring for a job, you should ask yourself the following question:How can I make the hiring process more exciting for the candidates and more efficient for me?
The codeword can be a great tool for doing this.
When a candidate asks, “How can we get this codeword in front of the hiring manager?”, Miller tells Recode they should ask, “Why is this a good codeword to use?”
Recode’s senior VP of engineering, Adam Moss, explains how a recruiter can use the codeword at the beginning of the interview process to give the hiring team a clear picture of the candidate and their skills.
A codeword is not just a resume item.
It’s an entire piece of code.
If you can get the code word out of the way, you can then put the rest of the piece together with codewords and code samples.
Moss explains that a recruitor can use codewords as a way to bring people together to solve a problem.
Code words can be used as code samples, notes Moss, so if a candidate is looking for code samples for a specific feature, they can use a code word instead of a resume.
You should have code words in your portfolioWhen hiring, you need to ask yourself if you can build a product with code.
This is because if you are going to build a new product, you will have to use the same code in multiple versions.
If you’re not building a product, but you have code, you have to have a code vocabulary.
That’s code that you can put into your resume to explain the product.
You should have a coding vocabulary that can be applied to your coding career.
Mox explains that you should have this coding vocabulary when you’re applying to a job.
Code is not a job and should not be a resume thing.
Miller also points out that the hiring managers should be asking these questions:What are the benefits of this code?
Is it worth the risk?
Are there any trade-offs?
Is this code a good fit for your company?
Miller says if the answer to all of these questions is “no,” then you should probably consider not hiring that candidate.