Cutting Bias Out of our Job Interviews

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I hate the idea that we might miss hiring an awesome teammate at Atomic Object — especially if we lose the opportunity for a stupid reason like an unintentional bias in our interview process. Several of us recently read Thomas Ptacek’s post about fixing broken developer interviews, which has spurred our efforts to improve our ability to gather consistent, concrete, unbiased information about candidates throughout Atomic’s hiring process.

As a result, we’ve added two things to our toolbox that we believe are helping cut harmful bias out of our interview process: an interview script, and personas.

Interview Script

Atomic Object started using a detailed script for 90-minute interviews about six months ago. We previously had a rough script for phone interviews to make sure we hit a few key points and asked questions in a handful of general areas, but it was up to the interviewers to come up with the specific questions and gauge the answers.

Our new script prescribes specific questions, and interviewers stick to the script for the 60 minutes or so it takes to complete. Rather than complaining about the removal of personal freedom from the process, I was impressed when several Atomic developers mentioned that they liked having the script because it gave them confidence that they were asking relevant questions. Furthermore, the company gains a lot of consistency from the script.

Consistency in Atomic’s interview process helps us with a number of important goals:

  1. The script helps us remove unfair bias from our interactions with candidates. We want to hire people who are the best fit for our work, and crafting the questions ahead of time gives us a chance to weed out unimportant or unfairly biased questions.
  2. Asking the same questions helps us evaluate more consistently. We ask everyone the same questions so we can compare them more objectively against a set of expectations. The more we ask these questions, the better we get at judging the answers.
  3. We can more easily promote broad participation in our hiring process because it is easier for new Atoms to step into the interviewer’s role. The script guides the conversation and helps ensure that we get value out of the interaction every time.
  4. Those of us managing the hiring process know what questions have been asked of our candidates. That might seem like a small detail, but it is extremely helpful as more questions come up during the process. We have a record of where a candidate’s responses were strong and where they have opportunity to grow.

The script also offers time for open Q&A, but that’s less for evaluation and more to help candidates and Atomic interviewers get to know each other.

We’ve found that the script has improved interviewer confidence, reduced stress, and helped us more consistently evaluate candidates during the brief 90 minutes we have with them. It’s something we’ll continue.

Personas

In addition to the script, we created a few personas that illustrate attributes we like to see in candidates with different degrees of experience. Like the script, these help us consistently evaluate against criteria that we’ve thoughtfully put together and reviewed as a group. Being open and clear internally gives us more opportunity to discuss potential bias and refactor to drive out any wording or expectation that would mistakenly keep us from hiring an awesome new Atomic team member.

Below are handful of non-technical attributes noted on our developer personas — things that will prove valuable to both Atomic and the candidate working as a consultant.

Leads & Influences Teammates

Being consultants, we expect to be leaned on as leaders. Developers at Atomic lead projects, advise on project scope and schedule, help select good tools for the job at hand, and lead development of features in an application. I love to hear that previous teammates have looked to a candidate to fill these roles in the past, or that the candidate has recognized the need for leadership and filled that gap. We hire developers who can operate in a leadership role and be effective, not necessarily those who aggressively pursue that position.

Shows Awareness of Strengths & Weaknesses

Self-awareness is a huge asset. It can help keep egos in check in a team environment and open the door to learning & growth opportunities. When someone with an astute awareness of their skills and limits speaks with confidence, it carries an extra helping of reassurance. All good things in our domain as consultants.

We always ask two questions during the interview process that give us evidence of self-awareness:

  • In what area will your current skills and experience contribute most to the work you’d be doing at Atomic?
  • What aspects of working at Atomic will be the most challenging for you?

These questions also tell us whether a candidate really knows what we do, so we can help fill any knowledge gaps.

Tells Good Stories

Being able to tell a good story shows that they’ve learned from their experience. They consider it consequential and worth remembering. A “good” story to me is one that is specific, matches the topic of conversation, and is respectfully honest.

Teams Want Them

If I could ask only one question during a phone call with a candidate’s references: “Would you be eager to have this person working on your team again?” Each reference may be using their own subjective criteria to answer that question, but a few enthusiastic “yes” answers quickly becomes something concrete.

The post Cutting Bias Out of our Job Interviews appeared first on Atomic Spin.

Writing a Gender-Neutral Job Description for Developers

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As our CEO Carl Erickson wrote last week, we’re trying to build a more diverse team, focusing first on gender diversity.

I was asked to look at how we market our job openings and find ways to reach more female candidates. One of the first things I discovered was the idea that job descriptions themselves can be tilted toward one gender and discourage members of another.


This post is the second in a series about addressing unconscious bias and making Atomic a more rewarding place for everyone to work.

Job Descriptions that Alienate Women

Getting people to look at your job opening is pretty easy if you spend a little money. In the past year, we’ve listed jobs or advertised openings on LinkedIn, Facebook, Twitter, Stack Overflow, Ann Arbor Spark, Hacker News, and our own blog and website.

But getting people to apply for a job? That’s more difficult. People don’t want to waste time applying for jobs they won’t like (or likely won’t get).

The thing is, men and women (on average) tend to have different perspectives and ways of communicating—that’s one reason diversity is so important. And a lot of job descriptions are unintentionally discouraging women from applying. How?

  • They list things as “requirements” even though the company would be willing to forego them for the right candidate. (Women are far more likely to pass on jobs if they don’t believe they’re fully qualified; it’s part of the confidence gap between men and women.)
  • They use superlative terms (expert, high-powered) or other words that appeal more to men than they do to women (competitive, ambitious, outspoken, confident).
  • They fail to clearly describe what the job will be like and what benefits it includes.
  • They use macho language (like “coding ninja” or “development rockstar”) that implies a competitive “bro” culture.

See the end of this post for some of our sources.

Our Starting Point

Atomic’s pre-2015 developer job description had a lot of room for improvement. It had a “we’re looking for the best” attitude, with phrases like:

“Software development at Atomic is a dynamic and challenging job. We are experts at becoming experts in new technologies and business domains.”

The requirements were vague, daunting, and included things the candidates were expected to grow into over time:

“We’re much more interested to know that you learn quickly, are disciplined in your work, and have already… become proficient in a variety of languages and tools. We look for people who… program in their free time, who are continually uncovering new things and enjoy sharing them.”


“You’ll need to become comfortable and effective at understanding and discussing business goals, budgets and timelines with clients. Additionally, you’ll help market our services…presenting at conferences, contributing to our shared company blog, networking within our client’s organizations and among your peers, and expending your creative energies in ways we will not attempt to predict.”

It didn’t describe what the job actually entailed, and it said nothing about employee benefits.

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Identifying our Required “Requirements”

We started by formally codifying our job requirements. This was especially important for Atomic, because all employees participate in our full-day job interviews.

We devalued a few things we used to rely on, such as “writes code in their spare time” and “contributes to open source projects.” These can indicate a passion for development, but they require a lot of free time, so they favor people who are wealthier and/or don’t have children.

We also thought about the non-technical skills we need, since all of our developers are also consultants. We’ve always said, “You have to fit our culture,” but we wanted to directly apply our values to this job.

Bearing that in mind, we created a list of must-haves—things we need to see before we hire someone:

Technical Requirements

  • Familiarity with several programming languages and in-depth experience in at least one
  • A degree in Computer Science or a related field, or professional industry experience (Many developers don’t need this, but Atoms do. All Atomic developers do complex work across many platforms and languages, so they need a strong grasp of computer science fundamentals.)
  • A willingness to adopt our development practices (Agile, clean code, TDD, etc.)

Personal Requirements

  • Self-managing; able to work on a small, maker-led team
  • Sees the big picture (the client’s goals), not just the code
  • Willing to keep learning new tools and languages
  • Cares about doing good work; likes to improve practices
  • Strong communicator; able to help clients and teammates make good decisions
  • Able to work constructively in a group; not led by ego

These qualities also show up in the question script we created for job interviews, which you can read more about next week.

This initial list will evolve as we continue to improve our hiring process, refining our expectations and looking for ways to remove bias.

Writing an Attractive, Gender-Neutral Job Description

We had several goals for our new job description:

  • Tell prospective candidates everything they might want to know.
  • Emphasize soft skills like teamwork and creativity. These are more difficult to find than technical skill, and they signal to candidates that we’re a welcoming environment for women and men.
  • Sell Atomic as a great place to work.

This ended up being a lot of text, so we broke our new developer job description into five parts:

  1. Introduction – what we’re looking for
  2. The Position – what it’s like to be a developer at Atomic
  3. Requirements – the skills and qualities we expect from candidates
  4. Why Atomic? – reasons Atomic is a good place to work, with a link to more benefit details
  5. Becoming an Atom – how to apply, and what you can expect from us

We also made sure our website had a Careers page with details about our benefits and culture, and a Diversity page that outlines our philosophy, statistics, and plan.

Once the draft was written, we solicited feedback from several developers (women and men), and used Textio to test for coded language in our job description.

Conclusion

So far, our new description has brought us a lot of great candidates–several of which have turned into excellent new employees, including two female developers.

If you have any suggestions about ways we could further improve our job descriptions, we’d love to hear them. Please let us know in the comments below.

Sources

The post Writing a Gender-Neutral Job Description for Developers appeared first on Atomic Spin.

Sweat the Details, Land the Job

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In the past few months, I have become very involved in the hiring process here at Atomic’s Ann Arbor office. We’re still relatively small compared to our Grand Rapids counterpart, and we’re actively looking to add people to our team. (Apply here!)

Our hiring process involves a number of steps that help us get to know candidates’ technical and communication abilities. We receive a lot of impressive applications from very talented designers and developers and have to make difficult decisions on whether to move candidates forward in the hiring process. Clearly, we can’t hire everyone who applies—so what makes the great candidates stand out from the good?

Aside from the obvious technical skill required to build software, the thing that consistently strikes me is the difference that attention to detail can make in a candidate’s application.

Those who invest time and energy in answering our questionnaire fully, use proper spelling and grammar, and respond to emails promptly are the candidates that catch our eye. Good candidates view each step in the process as a chance to further impress us.

For those of you applying to Atomic (or elsewhere), here are a few small things that make a big difference:

  • Check spelling and grammar! It’s amazing the difference proofreading can make. Questionnaires and emails riddled with spelling and grammatical errors make it seem like you don’t care. It’s a small effort that can make a big difference.
  • Be prompt. Responding promptly to emails and turning in materials on time demonstrates your interest in the job and your ability to communicate effectively. Remember, during the hiring process, we’re all trying to get a feel of what it will be like to work with you. Would communicating with you on the job be easy or challenging?
  • Follow directions. This is especially true of our questionnaire. Candidates who skip questions or don’t provide what is asked show a lack of interest in the job or inability to follow instructions.
  • Follow up. When starting my career, I was taught to always send a thank you note after an interview. It’s a simple step that can be very beneficial–it emphasizes your interest in the job, and it gives you a way to address anything that didn’t go as well as you would have liked in the interview.

While none of these things will get you hired on their own, they’re all important. These details inform the overall impression of you as a job candidate. If done well, they can make a good candidate seem great. If done poorly, they can be deal breakers.

Think you’re a good fit for Atomic?

We’re hiring developers in Ann Arbor. Contact us to get the process started, and remember to sweat the details!

The post Sweat the Details, Land the Job appeared first on Atomic Spin.

The Job Hunter’s Guide to Writing a Good Autobiography

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Atomic made a big hiring push this summer, a decision we knew would cause an uptick in the number of candidates we needed to review. In order to better share the load of reviewing applicants, we created a pool of employees that we dubbed “Fit Checkers.” Our Fit Checkers were a mix of junior and senior developers. They paired up to review applicant materials, participate in phone calls, and occasionally meet with applicants in person. I was excited to be chosen for this role.

The first step for anyone applying to Atomic is to fill out an autobiography questionnaire. As a Fit Checker, I spent a lot of time reviewing these documents and came up with some guidelines applicants can follow to improve their next autobiography or questionnaire.

Write Cleanly & Well

This may seem like common sense, but I was amazed how many spelling and grammatical errors I found while reviewing questionnaires—not to mention tons of typos. When I find a typo in a questionnaire, it makes me question the candidate’s interest. I start to wonder if this is someone that is looking for any job, not their dream job.

We aren’t interested in candidates simply because we need more capacity. We want an individual that is excited at the thought of working at Atomic. If that’s you, take time to proof your work and correct the errors.

Demonstrate Personality

Your autobiography is your first chance to show us who you are as a human. When I finish reading your bio, I want at least a vague idea of your likes/dislikes, what motivates you, and what you do when you aren’t at the office. Don’t be afraid to make a joke, or open yourself up with your responses. The best bios I’ve read make me want to get to know you more as a person. The worst biographies I’ve read answer all of the questions in robotic fashion.

Provide Interesting Code Samples

If you don’t have a strong open source presence, the code sample you provide in your autobiography is the only real chance you have to show off your technical chops. It’s important to pick code that expresses your development style and also solves an interesting problem.

On top of the code itself, make sure you provide good documentation. If you believe this is an interesting piece of code, make sure that interest comes across. If you implement an X + Y Sorting Algorithm in less than O(n^2 log n^2) time, but fail to give an explanation, I’ll be less impressed. (Let’s be real, if you gave me that with no explanation, I’d still be impressed. But go a step further, and I’ll really be hooked.)

Show Genuine Interest In Atomic

Lastly, but certainly not least, make us feel like you want to come work here. One of the best ways to do this is to show you’ve done your research on Atomic. Before you start filling out your biography, spend some time on our website. Read about our values and apply them in your answers. Check out some of the work we’ve done, and let us know how excited you are to be a part of that work.

As a Fit Checker, I put real effort into reviewing and considering each autobiography that came my way. If you want to get to the next stage of the interview process, your best bet is to put that time and effort into filling out your questionnaire. Hopefully, you can apply these guidelines to your next job search.

The post The Job Hunter’s Guide to Writing a Good Autobiography appeared first on Atomic Spin.

How to Ace the Non-Technical Part of an Atomic Interview

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When we’re hiring at Atomic, we’re obviously looking for people who have maker skills as a software developer or a designer. But that’s just the start. We consider your fit with our company’s consultant culture and values at least as much as your technical skills.

Here are seven things you can do to win our confidence during the interview process.

1. Be Engaging

Being a consultant at Atomic involves working directly with our customers and other team members. These people should all be and feel engaged in conversations and decisions. A few simple ways to demonstrate your skills in this area are:

  • Make good eye contact.
  • Ask relevant questions.
  • Paraphrase what you heard to ensure that you do understand.
  • Show genuine interest in what others have to say.

2. Come Prepared

By the time you’re at Atomic for an interview, you should be very familiar with what we do. You should be ready to demonstrate how you would fit into that picture, where you think you’d be an especially strong contributor, and where you’d have some room to grow.

When we schedule the interview, we’ll also ask you to bring development tools for an afternoon pair-programming exercise, so make sure you have something ready to go. You don’t want to spend your pairing time downloading Visual Studio or installing Ruby.

Finally, be prepared to talk about YOU. It’s not something everyone is naturally comfortable with or good at, but that’s part of any interview. Think about the skills and experiences you have to offer Atomic, and understand how you want to grow and improve in the future. Consider the stories you can tell to convince us why you’re the right candidate to join our team.

3. Be Creative

Creativity is important to us. We do our best work for clients when we can find creative solutions to reduce cost, improve flexibility, provide additional value, or exceed our clients’ expectations. Sometimes a wacky idea turns into one of those great, creative solutions, which we love—as long as it’s grounded in providing a specific value.

4. Answer the Questions

Do your best to answer questions directly, and support your answers with stories and examples when appropriate. If you need time to collect your thoughts, pause for a few seconds. Try not to meander around the question to buy time.

5. Talk about the Human Side

We’re interested to hear how you’ve contributed to the human side of being a software developer or designer. Think back on your experiences so far, and ask yourself where you’ve made a difference. The questions below can be a great starting point for compelling stories.

  • How have you made the teams you’ve been a part of better?
  • How have you demonstrated your values and character on the job?
  • How have you helped coworkers or customers through tough decisions?
  • What do your coworkers value most about working with you?

6. Demonstrate Our Values

Familiarize yourself with Atomic’s value mantras. If you’re the kind of person who fits in our culture, we expect you to live them out during the interview process. For example:

  • Care about how you’re dressed and how you present yourself.
  • Be transparent about what you do and don’t know. (We’ll find out later, anyway, if we hire you.)
  • If you make a mistake, don’t make excuses.

7. Be Yourself (Your Best Self)

We want to get to know you as a potential team member. Do what everyone at Atomic does when we’re working with clients—put your best self forward, do your level best, and help us see what you’d be like to work with on a daily basis.

Put it all together, and someday, you may be writing your own post for Atomic Spin!

The post How to Ace the Non-Technical Part of an Atomic Interview appeared first on Atomic Spin.

8 Characteristics of a Software Developer at Atomic

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For most of our history, Atomic has been hesitant to be too specific about the kind of developers we look to hire. Because our work and client base are diverse, we’ve stuck to words like “smart,” “generalist,” and “culture fit”—hoping to cast a wide net and bring in a lot of candidates.

We’re embarking on a big hiring push (well, big for us: 10-12 developers over the next 1.5 years), so I decided to shake things up a little. I’d also read that job descriptions with specific requirements and expectations tend to bring in a more diverse and qualified group of candidates.

Software Developer Characteristics

The problem is, the more specific you are, the more people self-select out. And if you’re specific in the wrong ways, you’ll lose people that you’d love to have.

With that in mind, we sat down and had a few hard conversation about what an Atomic developer looks like, the basic skills and qualities they need to have. In addition to sharing our Atomic values, Atomic developers should have the following:

1. Technical Skill

Atoms write clean, logical, high-quality code using test-driven development and Agile practices. You don’t have to be experienced with Agile and TDD to join Atomic, but you must be willing to learn. New Atoms should be familiar with several programming languages and have in-depth experience with at least one.

2. Computer Science Fundamentals

Atomic developers have a strong grasp of computer science fundamentals. We believe formal training teaches a lot of important concepts that you don’t learn from just studying languages. That’s why we require a degree in Computer Science or a related field, or professional industry experience.

3. The Ability to Self-Manage

Atoms work on maker-led teams. We must be focused, self-directed, and good at managing our work.

4. A Consultant Mindset

Our goal is to create a product that will provide the maximum value for the client’s investment. To accomplish this, Atomic makers develop a consultant mindset that lets us delve into the business context and closely manage our time, our users’ needs, and our client’s budget.

We frequently hire experienced graduates who embrace this consultant mindset. When we hire experienced developers, we prefer concrete experience in making public-facing products over experience improving internal products and processes.

5. Curiosity & Love of Learning

Because we try to find the best tool for every situation, Atomic developers are fast learners who can quickly ramp into a new toolset or language. You might move from developing a web app in Ruby to creating an internal application in .NET to building a mobile app in Objective-C or Java. It’s one of the reasons Teach & Learn is one of our five value mantras, and it’s why we do things like:

  • Pay for conferences and membership in organizations (many of which we also sponsor).
  • Ask all Atomic makers to write for our blog.
  • Give brown bag presentations, hold internal conferences, and find lots ways to teach and learn from each other.

Our collective knowledge creates the “Atomic Brain Trust,” and we’re always investing in it.

6. A Passion for Development

Atoms are passionate about doing really good work (we Give a Shit), and we constantly work to refine our practices. Many of us love development so much, we even code in our spare time.

7. Strong Communication Skills

As consultants on small teams, Atoms work very closely with clients and their users—learning, exploring, teaching, problem solving, calming fears, discussing budgets, and making smart compromises. That’s a whole lot of talking and writing, which means all Atoms must be clear, transparent communicators who can understand their audience, give them the right level of detail, and help them make smart, informed decisions.

8. The Ability to be a Good Team Member

Atomic developers work side-by-side with designers, clients, and other developers, discussing our work and managing a constant flow of feedback. Atoms put the needs of the product over their own egos.

We’re Hiring

If this sounds like you, and you love the idea of helping companies build user-friendly, rock-solid software products, please let us know. You can send questions or your resume to jobs@atomicobject.com. You can also read more about the position on our Software Developer Job Description.

The post 8 Characteristics of a Software Developer at Atomic appeared first on Atomic Spin.

First Contact to Offer – Atomic’s Developer Interview Process

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Much like working with our clients to design and build an application, putting together an interview process involves balancing competing constraints. We want plenty of time to get to know candidates, but keep time investment within reasonable bounds for everyone involved. We set up defined tasks and scenarios but also want to leave room for open-ended conversations and work.

I expect that our process is close to the norm for companies in our peer group. I’ve seen many examples of programming challenges from tech companies, and organizations who value culture like to spend time getting to know candidates. We fall into both categories.

What We’re Trying to Learn

Atomic’s interview process will make the most sense if you first understand what we’re looking for. Non-exhaustively (you can find more discussion on these topics on our website and blog), we’re looking for people who:

  • Communicate clearly
  • Are intrinsically motivated to pursue their chosen craft
  • Demonstrate a high degree of self awareness
  • Are broken-comb shaped people
  • Can dive into new tools/situations and become effective quickly
  • Are open to learning from perspective-shifting experiences
  • Can develop a consultant’s awareness of value

Our Process

1. Autobiography Questionnaire

After you send us an initial email or make contact through other means, we have a list of questions we’ll ask you to answer. Mostly, we’re looking for a little bit of example code and a few good stories to help us envision you working at Atomic. It’s an evolution of our essay from five years ago, but more directed.

We want to see clear communication, thoughtful responses, and ideally a little bit of your personality shining through. If we like what we see, we’ll reach out to schedule the next step.

2. In-person Meeting or Phone Call

We’re big on finding people that are a good match for our culture, and we think the best way for everyone to evaluate that fit is to meet in person. You get to see our offices, meet at least two or three people, see some of the projects we’re working on, and talk in-depth about what it’s like working at Atomic. Consider it a very brief (about 60 minutes) interview.

We hope you’ll learn as much about us during this visit as we learn about you.

If you’re not local or have prohibitive schedule conflicts, we’ll try our best to approximate the visit on the phone or via Skype/Hangouts video call. You’ll miss out on the snacks and coffee, though.

3. Programming Challenge

Next in the process is our programming challenge. In the previous step we did a lot of talking, and now we want you to get down to business and show us what you can do. The time investment here is somewhere around 8 hours over the course of a weekend (5pm Friday to 8am Monday, or equivalent). Two or three of us will look over the submitted code, instructions, test cases, etc. and evaluate how you did.

The challenge in its current state is a bit of a caricature—we exaggerate some characteristics in the challenge to try to draw out things we’re interested in.

We know its a significant time investment, but it’s also something that we hope you’ll enjoy taking a crack at.

4. Reference Checks

In parallel with the challenge, we’ll want to speak with three references—ideally one from each of the categories below. The more recently you’ve worked with them, the better.

  • Teammates or colleagues on projects
  • Managers, team leads, or equivalent
  • Customers or end users of the work you produced

Our goal is to get a better picture, from a few different perspectives, of what it’s like working with you. Try to give us people who will give an honest, transparent assessment.

5. Full-day Interview

The final step in our process is the full-day, on-site interview at the Atomic office where you want to work. Generally, the interview day looks something like this:

  • 8:45 – Arrive at Atomic
  • 9:15 – Small-group Q&A session
  • 10:00 – Company standup
  • 10:15 – Small-group Q&A session
  • 10:45 – Small-group core competencies interview
  • 12:00 – Lunch
  • 1:30 – Practical pairing exercise
  • 4:00 – Done!

The Q&A sessions are what you probably imagine—we’ll talk shop, ask about experiences, make you tell us why you want to work at Atomic, and give you some time to ask questions about working at Atomic.

The core competencies session is more focused on investigating fit with our culture and non-technical expectations (what we sometimes refer to as “Kindergarten Skills”).

After you leave, those of us who participated in the interview meet as a group to discuss. Our goal is to advise the managing partners in our office on a hiring decision. We’ll reach back out very shortly to let you know our decision or follow up with a few questions.

And that’s pretty much it!

Other Things to Remember

  • Sweat the details. Grammar, punctuation, and formatting always matter. Be on time. We care about how you present yourself, because if we hire you, the next person you present yourself to will be one of our customers.
  • Ask questions about Atomic. As Mike Marsiglia frequently mentions during our interview process, there’s a large information asymmetry when you’re looking for a new job. You know more about yourself than we could hope to learn through an interview. So what we try to do throughout the process is provide information and insights into Atomic to help with that self-assessment, in addition to making our own evaluations. Expect to be asked how you view your fit with Atomic at one or more points in the process.
  • Do your research. Learn what you can about us from our website and blog before you show up for your in-person meeting or interview. You’ll be able to ask much better questions and get a lot more out of the time. Being prepared is always a plus.

Think you’re a good fit for Atomic?

We’re hiring developers in our Detroit, Ann Arbor, and Grand Rapids offices, and now you know what to expect. Contact us to get the process started!

The post First Contact to Offer – Atomic’s Developer Interview Process appeared first on Atomic Spin.

OSUOSL is hiring: Full-Time Developer in Corvallis

Want to work at the coolest place for open source and support the missions of some of the most important open source projects?

Oregon State University’s Open Source Lab is recruiting a full-time software developer who will analyze, design, and test software code for Ganeti Web Manager, the Protein Geometry Database and several other homegrown Open Source Lab projects. Development at the OSUOSL includes collaborations with academic and research faculty internal and external to OSU.

Reporting to the Operations Manager of the Open Source Lab, the Analyst Programmer will contribute in-depth knowledge of open source software development using languages such as Python, Ruby and Java. The person in this position is responsible for developing and modifying complex software applications, documenting code and development processes, and overseeing student software developers. This position will allow the candidate to interact with many of the open source projects hosted by the OSL. We seek candidates with a high level of initiative, motivation, and a high degree of success in previous endeavors.

To review more a more detailed job description and apply, check out the Analyst Programmer role on Oregon State University’s Jobs page.

OSUOSL is hiring: Full-Time Developer in Corvallis

osl

Want to work at the coolest place for open source and support the missions of some of the most important open source projects?

Oregon State University’s Open Source Lab is recruiting a full-time software developer who will analyze, design, and test software code for Ganeti Web Manager, the Protein …

OSUOSL is hiring: Full-Time Developer in Corvallis

osl

Want to work at the coolest place for open source and support the missions of some of the most important open source projects?

Oregon State University’s Open Source Lab is recruiting a full-time software developer who will analyze, design, and test software code for Ganeti Web Manager, the Protein Geometry Database and several other homegrown Open Source Lab projects. Development at the OSUOSL includes collaborations with academic and research faculty internal and external to OSU.

Reporting to the Operations Manager of the Open Source Lab, the Analyst Programmer will contribute in-depth knowledge of open source software development using languages such as Python, Ruby and Java. The person in this position is responsible for developing and modifying complex software applications, documenting code and development processes, and overseeing student software developers. This position will allow the candidate to interact with many of the open source projects hosted by the OSL. We seek candidates with a high level of initiative, motivation, and a high degree of success in previous endeavors.

To review more a more detailed job description and apply, check out the Analyst Programmer role on Oregon State University's Jobs page.