Running a dev shop — part 3: Talent pipeline and employee life cycle | by Marek Kirejczyk | Medium

This is the third part of a series on running a dev shop. See the overview of the planned posts below. 🎮 Part 1: Myths and favorable facts 🥾 Part 2: Bootstrapping and specialisation 🎤 Part 3: Talent pipeline and employee lifecycle 📣 Part 4: Attracting customers 📈 Part 5: Growth Finding specialists in a booming software engineering industry is a hard nut to crack. It feels like the supply and demand is getting worse every year and is even tricker in a new, fast-growing specialization, like the one you hopefully picked. Moreover, one has to pay reasonable salaries if one wants to make a profit on top of them. In this part of the blog post I will propose a solution to this conundrum. Over the years I have struggled to hire great senior developers and engineers. It struck me that I found people with reasonable experience to be often underskilled, have high compensation expectations, but perform below par in dealing with day to day technical challenges. It is clear to me now why that i

This is the third part of a series on running a dev shop. See the overview of the planned posts below. 🎮 Part 1: Myths and favorable facts 🥾 Part 2: Bootstrapping and specialisation 🎤 Part 3: Talent pipeline and employee lifecycle 📣 Part 4: Attracting customers 📈 Part 5: Growth Finding specialists in a booming software engineering industry is a hard nut to crack. It feels like the supply and demand is getting worse every year and is even tricker in a new, fast-growing specialization, like the one you hopefully picked. Moreover, one has to pay reasonable salaries if one wants to make a pro