How do startups hire programmers? Non-technical aspects of how to assess

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He wants to be technically geek, and have EQ business and CEO smooth communication.

Article | Mikal E. Belicove

If you ask this question, you must have had this situation: people from all over the company asked each other to solve problems such as hardware, software and printer networking, which was a waste of time, or, when your operating system crashed, the IT outsourcing staff responsible for setting up the system were on vacation.

In either case, one day you will find that having a full-time IT staff is no longer a luxury, but a necessity. According to Spiceworks, a small business IT management platform company with global users, for High-tech companies, it typically requires a professional IT staff to grow to 20, and a non-tech company can usually wait until the number of employees exceeds 70 to hire a professional IT staff.

So how can you tell if the tech candidate is up to the job? We consulted Nathan Brown, senior head of it and production operations at Waltham, a nursing company in Care.com, Massachusetts, who introduced the detailed recruitment process.

What kind of tests should be given to it job candidates?

At the end of the interview, I will ask the candidate to configure a computer for the company and install and configure the software according to the company's standards. This test will help me assess whether the candidate has a long-term vision and a holistic view, I hope my IT staff in addition to technical capabilities, but also to support maintenance, technology licensing and other potential future needs of the company. If they suggest improvements and updates to our situation, I think it is worthwhile to look at them further.

What details should you pay attention to when you hire your first IT staff?

I do not believe in the qualification certificate excessively, I think the practical experience is more important. Specifically, find someone who understands servers, switches, routers, firewalls, and virtualization technologies (such as a computer that supports two completely independent users, systems, or programs, and so on) and has relevant work experience. I ask candidates what computers they use at home, and if they only say "Dell" without talking about processors, memory, and operating systems, they are not the people you want to be looking for.

Finally, look for someone with full experience in desktop support, networking, and system management to understand IT infrastructure to work better. I also value the candidate's knowledge of various operating systems (such as Windows, Mac, Linux) and hardware, which suggests that he has a wide range of knowledge, an open mind and a passion for technology.

How to assess the non-technical aspects?

IT staff often need customer service and relationship maintenance. The first it employee you hire is both a technical geek and a C?? EO communication is smooth, can explain the complex technical problem to him, help him make the correct decision. If you're not sure whether the candidate will be able to get along with all personality types, it's best not to hire them.

Translation | Rachel Wan