Posts in Recruiting

Should you outsource or in-house your digital marketing efforts?

February 26, 2019 Posted by News, Recruiting 0 thoughts on “Should you outsource or in-house your digital marketing efforts?”

Digital marketing should be an exciting field for any company— it’s become a rapidly advancing, technology-driven sector, with scores of programs and software now available that can help businesses achieve their objectives and stand out against competitors.

What does 2019 have in store for digital marketing?

A strong digital marketing team is an asset to any organization, and although several experts are advocating that companies develop talent in-house, there’s a strong voice in the marketplace that cautions against it.

The reality is, although in-house talent has a very special place in the marketing department, there are many things that an agency brings to the mix that really help companies maximize their budgets and shine brighter than their competitors in the crowded marketplace.

“Companies need to strike a balance between in-housing for efficiency and agency partner that can increase their effectiveness,” OgilvyConsulting Managing Parter Lucy McCabe told Tech Wire Asia.

The argument for in-housing is short…

Costs aside, the argument for in-housing is short and revolves around the fact that marketing functions, digital or otherwise, within the business understand the company better.

Hence, they’re in a better position to not only create campaigns that better geared to resonate with the audience but also target their marketing budget on the various platforms in a way that is optimal for the company.

Put succinctly, that’s the crux of the entire argument favoring the creating of an internal digital-marketing team and alienating marketing/creative agencies.

A recent study commissioned by advertising platform Bannerflow claimed that 91 percent of brands have moved at least part of their digital marketing operations in-house.

However, that is not an indication that the respondents or any category of businesses are planning on taking all their marketing efforts in-house.

We started off this section putting cost considerations aside, but the reality is, businesses think about costs (and resources) first — and hence, acquiring talent to support the company’s marketing spends is growing as a result of their need to maximize results.

It’s like McCabe explained initially, there are certain advantages to having an in-house team run, monitor, track, and report on your marketing programs and campaigns, but there’s still a major role that agencies can continue to play.

To be very honest, speaking to various SME leaders and enterprise managers about digital marketing, the sense is that an internal team can actually amplify what their agency does rather than help save on agency fees.

… and it’s all about optimizing resources

“Partners like Ogilvy provide expertise in fields like customer experience, behavioral science, technology and data transformation, and innovation, where it is rarely cost effective to build a full level of expertise in-house and bring the experience of working with many clients and industries to fertilize new thinking.”

The digital marketing landscape is constantly evolving and there is always scope to leverage new technologies and skills to help maximize reach, combining new fields of science and technology to get exactly what a company needs.

Agencies are specialist. It’s their job to stay on top of what’s going on in the market. It’s their job to bring their “A-game” to wow the client and their client’s intended audience.

That’s precisely why in-house digital marketing teams must collaborate with agencies in order to get the most out of their marketing strategies. They need to work together in order to take their campaigns to the next level.

So, in such an environment, what is it that in-house teams need to do?

McCabe says that creativity is still the key to accelerated effectiveness and it is very difficult to build a thriving culture and capability of marketing creative in an in-house environment when it is not that companies core business.

Some of the biggest digital advertisers in the world, such as Netflix and Kellogg brought marketing in-house because it gave them more control of data about their audience and customers.

At the time Kellogg’s Insights and Analytics Solutions Center Director Aaron Fetters (now ExecVP at comScore) told AdAge that the company started off with in-housing as an efficiency plan — however, they slowly realized the power that data brought to them, which is why they moved to bring more of their capabilites in-house.

However, most organizations don’t have the talent to run such functions within the digital marketing teams.

For them, the best thing to do is to use in-house talent to manage customer interactions on social media, work on re-marketing campaigns, use social listening to tease out new product development ideas.

Further, the in-house team can use insights from all this activity to collaborate with creative and digital marketing agencies engaged for campaigns and help them to maximize the returns on the ad spend.


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Hiring a Junior Developer Isn’t As Bad As You Think

February 6, 2019 Posted by Recruiting 0 thoughts on “Hiring a Junior Developer Isn’t As Bad As You Think”

Experience is one of the most valuable traits in the job market–and for good reasons. Someone with more seniority wouldn’t need supervising and training. Rookie mistakes are not expected from someone with years in a particular industry, especially an industry like software engineering. Often, developers are working on mission critical tasks that can affect the future of the company. With all that said, hiring a senior engineer over a junior engineer seems like a no-brainer.

The issue is that there is a shortage of senior engineers, which means a handful of the best companies are bidding for the best talent. Though the idea of the software developer shortage has been claimed to be a myth, what many would agree is that there is a shortage of 10x developers. There was a great article, written by Yevgeniy Brikman, that tackled the concept of these seemingly mythical developers that you can check out in order to gain a better understanding of what they are. These developers are every HR  Manager’s dream. Their output supposedly matches that of 10 of your worst developers. They’re the sort of developers that encourage job postings desiring 5 years of experience with a framework that is only 2 years old, just to be able to attract said unicorn.

With high demand and limited supply comes cost, if we’re to follow the basic principle of supply and demand. It goes without saying that staffing an entire team with senior developers is expensive. In many situations, the amalgamation of talent produces results that offsets salary overhead, but there is always the risk of turnover and a new hiring cycle.

The question then arises, how can one keep talent that will allow their company to produce at a consistent level if they’re not the Microsofts of the world or the hottest new startup on the scene? For smaller shops looking to maintain consistent production, the answer may be grooming Junior Developers. Robert C Miller, one of the authors of the Agile Manifesto, wrote a blog post 5 years ago highlighting the lopsided ration of programmers under 28 compared to those over 40.

What he concluded was that the few engineers with 10-15 years of experience could act as mentors to a young crop of engineers, saying,

As a leader, that programmer can teach the team about principles, patterns, practices, and ethics. That leader can temper and curb the youthful enthusiasm that leads to premature decisions about frameworks and architectures. That leader can help to instill the value of refactoring and clean code, as a counterweight to the youthful thrill of gettingittowork. That leader can encourage the team to work hard for eight hours, and then to leave work so that they are fresh the next day. This would prevent burnout, resentment, the false sense that hours equals work, and the insidious dependence upon, and value of, heroics.

Robert C. Miller

The key to instilling this team-first mentality within the development team is to change the common conceptions associated with hiring junior developers.


While experience is king, it is important to highlight problem solving experience as opposed to language experience. A language can be learned in a few months, but problem solving is a skill that takes years to hone. Weeding out applicants who may not have X amount of years spent with one language can be futile if that same person then has to learn a legacy language just to maintain code that may be poorly documented.

What you want is someone who can understand business logic and juggle multiple priorities. When looking at a potential candidate from this perspective, a company can instill a growth mindset within the team that fosters exploration.


How can a junior developer contribute to the team? What impact will they have besides draining precious time away from senior developers? These are questions that can be dispelled by the fact that work culture affects the well-being of workers. According to a study conducted by the American Psychological Association, about 60% to 80% of workplace accidents are attributed to stress. A Harvard Business Review article written in 2015 cited that, according to several studies, positive interactions  between coworkers produces positive health results.

When junior devs are placed among senior devs, they have the potential of bringing a love for coding that may have been lost by some of the senior devs. The mentor/mentee relationships can build strong bonds between team members as senior developers may feel that their value within their company increase as they mentor up and coming developers.


The lost opportunity cost of having a senior engineer take time out of their schedule to mentor a junior dev may seem like a reason to never hire a junior dev, but the long term benefits should not be ignored.  A junior dev who experiences mentorship from great developers may then become an evangelist for your company.

As their network grows, they may be able to refer talented engineers to your company. More importantly, you create a talent pipeline that allows you to promote within the company. Former junior devs that were mentored well will most likely return the favor and mentor new junior devs.

In The End

This is not to say that a company must hire a junior developer. There are some business models–like those of software development agencies–that cannot practically train junior developers.

Also, hiring a good junior dev isn’t much easier than hiring a good senior dev. There is always a list of pros and cons to weigh before making any decision. The point here is that, to those who may feel that junior devs are unhirable under any circumstance, there are legitimate reasons for focusing hiring efforts on junior devs.

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Best-paying programming languages In 2019

February 6, 2019 Posted by News, Recruiting 0 thoughts on “Best-paying programming languages In 2019”

Wages growth for tech jobs in the US was stagnant in 2018, rising just 0.6 percent from 2017 to an average of $93,244 for the year, accord to Dice’s 2019 tech salary report

Average tech wages haven’t increased since 2015, when the average was actually higher than today at $93,328, according to Dice’s data, and that’s despite historically low levels of unemployment in the sector. 

However, there are a few specialized skills and roles that have seen higher than average growth, which could motivate some into making a career pivot. 

Dice’s survey of 10,780 technology professionals finds that 68 percent would jump ship to get a higher wage, compared with 47 percent who would do it for better working conditions, like remote work and more flexible hours.

As expected, the top-paying tech jobs are held by C-level execs and directors, whose average annual salary grew 3.9 percent was actually year to $142,063. 

Image: Dice

Salaries for software engineers grew 5.1 percent to $110,898, while technology strategist and architect wages grew eight percent to $127,121. 

Database administrators on average received $103,473 per year but wages grew only 0.2 percent. Meanwhile, web developer and programmer salaries grew 11.6 percent to $82,765. Even technical-support wages saw decent growth of 6.8 percent to $60,600. 

Average wages for software engineers grew 5.1 percent to $111,000, while app-developer wages grew 7.6 percent to $105,200. Other roles that paid between $100,000 to $115,000 include DevOps engineer, hardware engineer, project manager, and security analyst.   

Looking at the most lucrative skills, Dice finds that programmers using Google-developed Go, or Golang, earned the highest on average at $132,827, while programmers using Apache Kafka earned an average of $127,554. 

Besides Go, the top-paying languages, according to a list compiled by ZDNet sister site TechRepublic, are Perl, Shell, Node.js JavaScript, Java/J2EE, TypeScript, Python, Ruby, Swift, and C#. All commanded average wages of between $110,000 and $101,000. 

Skillsets where average annual wages exceeded $120,000 include Amazon DynamoDB, Amazon Redshift, Apache Cassandra, Elasticsearch, RabbitMQ, MapReduce, and SAP HANA.    

Some skills saw significant declines in average wages. The average wage for those skilled in the iOS graph design app declined 12.1 percent to $107,061, while wages for those skilled in Rackspace technology slipped 7.1 percent to $104,782. 

Others broadly defined skills where average wages declined by more than five percent but still exceeded $100,000 include infrastructure as a service, Pure Storage, NetApp, Fortran, 3Par, software-defined networks, Informix, Siebel, unified communications, Compellent, Glassfish, Sun, Objective-C, and IBM’s Infosphere Data Stage.         

The top-paying location is Silicon Valley, where average wages for tech jobs rose 3.2 percent to $118,306. Other cities where average wages are between $105,000 and $100,000 include Seattle, San Diego, Minneapolis, Boston, Baltimore, Portland, and New York. 

However the best cities, adjusted for the local cost of living, are Minneapolis, Portland, Tampa, Charlotte, and Seattle. 

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Have an Idea for an App? 9 Steps to Bring Your Idea to Life

January 29, 2019 Posted by Apps, News, Recruiting 0 thoughts on “Have an Idea for an App? 9 Steps to Bring Your Idea to Life”

Whatever you want to do, chances are, there’s an app for it.

By 2022, there will be over 258 billion mobile app downloads worldwide. That’s over 34 app downloads for each human on earth in the year 2017.

Consumer demand has spurred app development at an astronomical scale. Anyone with a basic understanding of programming languages can come up with an idea for a simple app.

The hard part is building it, marketing it, and selling it.

Whether you already have an idea for an app or not, here’s how to bring an app to life in 9 steps:

1. Come Up with an Idea for an App

Most app developers come up with ideas organically. They recognize a problem, then dream up a solution to that problem. Game app developers often have a game idea stewing in their minds for months before they take the plunge.

For this reason, you shouldn’t spend a large chunk of your time learning how to build an app if you’re just doing it “to build an app.” Your app should relate to something you’re passionate about. After all, you’re going to be working on this product for a long time.

Start simple. Start with what you know.

For example, if you love cooking, your app could help people in the kitchen. Do you build motorcycles? How about an app that lets people custom-build their bikes on their smartphone?

The markets for the most obvious app categories (finances, time management, etc.) are overly saturated. You’ll need to find your own niche if you want to stand out.

2. Know Your Skills

Developing an app on your own is impossible if you don’t have some understanding of programming. That’s why so many web developers and coders venture into app development in their spare time. It’s fun and they already have the skills to do it.

If you want to build a complete web app, you’ll need to know one of the following programming languages:

  • C#
  • Go
  • Python
  • PHP
  • Ruby
  • Java

If you’re building both the front and backend of your app, you’ll need to know database query language (SQL), as well. Of course, if you’re building a simple game, you may just need Lua or C#.

If you’re developing a native app, familiarize yourself with Swift/Objective-C (iPhone apps) and Java (Android apps).

These languages are the building blocks of your app. If you aren’t a developer but you still want to make an app, you could also rely on an App Maker for help.

3. Analyze the App Market

You should also look at the marketplace. Has someone already come up with the same idea?

If so, it doesn’t mean you have to abandon your app. Look at what your competitors are doing and see if you can do it better.

Nonetheless, keep this in mind: The Google Play app store hosted over 2.1 million apps as of 3rd quarter 2018. By 2020, the iPhone app store will host 5 million apps.

If you’re thinking about building a smartphone app, you’re entering an already crowded marketplace. Do everything you can to stand out.

4. Define Your App’s Functionalities

At this point, you should have a clear understanding of what your app is going to do.

Create a long list of functionalities. Erase the ones that don’t add value to the app.

What does your app really need? Will your users need to log in and create a profile?

If this is your first app, keep your list of functionalities short. Don’t try to create an app that does everything. Instead, create an app that does one or two things well.

5. Map Out Your UI Flow

Your user interface (UI) flow is a diagram that shows how users will interact with your app. Most app developers start with rough sketches, then refine their UI over time.

Flowcharts are often the best way to create this type of diagram. By the end, you should have a good idea of how a user will use your app from beginning to end.

6. Design Your Database

Depending on the type of app your building, you may not need a database. But if you need to save any kind of user information, like log-in credentials, you’ll need to store it somewhere.

Draw a diagram to map the relationships between every data type. Be sure to include any future features in your database plan. It will be easier to roll them out if you’ve already made space for them.

Again, depending on your app, you may need a more advanced database diagram. For example, an app that interacts with an API and pulls data from somewhere else will be more complex than a simple platforming game.

7. Create User Experience Wireframes

Remember the sketches you made in #5? Now is the time to fully flesh them out.

Your user experience (UX) wireframes will serve as the scaffolding for the front end of your app. In other words, they are what your users will see and interact with.

When it comes time to code, you’ll watch as these wireframes become living components of your app.

If you’re a designer, you can also design your user interface. You’ll have to make choices about color, font, art, images, graphics, buttons, and more elements. If this isn’t your forte, you can always work with a professional designer.

Don’t stress too much about how your app looks. It’s your app’s functionality that will make or break it.

8. Build the App

Now comes the fun part. It’s time to build the thing!

Before you start, remember that you don’t have to do everything from scratch. There may be existing solutions you can use to save yourself time (and headaches).

Ultimately, it’ll be up to you to decide what you need to code yourself and what you can import from elsewhere.

You should also make use of any tools at your disposal. There are myriad programs and service providers that can help you jump-start your app.

9. Test and Debug

Have your app developer start building the app for you. They should be able to send you the app (in progress) every week and you should be able to test and give them feedback. It is very essential for you to QA the app as they develop it, as this helps you control the quality, cost and timeline, and learn whether the mobile app needs some tweaks. You can involve your friends in the testing as well. If you come up with new sets of features during the development, discuss those with your app developer and get the time and cost estimate. If it fits your budget, get it done right away. If not, wait for the next phase. ore launching your app, you’ll need to run some user tests to identify bugs. You’ll keep doing this after launch, as well.

This is often the most stressful point in app development. You’re about to find out whether your app’s functionalities work and whether people want to use them.

But don’t expect your app to be perfect from the start. Even the simplest, most mature apps still have bugs. Yours will too; it’s how you respond to them that counts.

Launch Your Next App Idea

You started with an idea for an app, and now you’re ready to launch. Whether you’re launching an app as a business venture or doing it just for fun, you’ll need people to download it.

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Top 5 Errors to Avoid When Hiring Remote Web Developers

January 28, 2019 Posted by Recruiting 0 thoughts on “Top 5 Errors to Avoid When Hiring Remote Web Developers”

A big challenge for some companies is finding the right remote web developer. However, Codesmith Dev has constructed a checklist of things that can be done to make this process easier.

Some hiring managers may not understand that remote web developers are the same as in-house web developers. The same considerations must be made to ensure a cohesive a productive team.

1. Skipping the personal questions

While it may seem trite to say, work is all about people. Assessing the technical viability of your web developer candidate is essential, but, far from the only factor that should be considered. We must also determine their viability within your organizational structure and by their cohesive skill sets.

Will this candidate log jam your back-end developer flow while outgunning your QA team? Does their skill set to complement your teams’ or does it add redundancy?

Beyond that, you will want to ask questions about their hobbies and free time activities. Do they continue to learn on their own time? Do they work on projects or run an app shop from home? Do they just keep Seinfiel expecting it to end differently?

These are great questions for not only determining the mentality of your candidate but, for also gauging their passion for technology. Ideally, personal questions open the harder to access avenues of your candidate’s mind and are therefore essential in ascertaining their viability within your company.

2. Not asking for GitHub or StackOverflow accounts

It may seem like asking for social media accounts, but, worry not, it is far from that. GitHub and StackOverflow are tremendous resources for programmers of all disciplines. They’re sites that act as code sharing hubs, as well as, forums for open discussion and coding assistance.

On GitHub, they can post their repositories and code logs so that they can be reviewed when needed. StackOverflow is a wonderful resource for getting help with specific programming tasks and sharing your work for public verification.

Both are incredibly useful for understanding how your remote web developer candidate organizes projects and how they interact within a group environment. Perusing each of their accounts will also show the magnitude of their work and the length of their coding careers.

While not all programmers have work experience, most will have experience developing programs with other coders. Their GitHub and StackOverflow accounts can be just the thing you need to determine if the code is within the standards of your development team.

3. Not requesting a portfolio

This a crucial aspect of the interview process and should not be avoided under any circumstance. The reasoning is simple. The portfolio shows you what your candidate believes their best work is and showcases their ability to present their presentation skills.

These are vital aspects of hiring the right web programmer. The best can show off their excellent code with professional and precise presentations. This is the closest you get to see how they might actually work within your structure. The development team thrives on accuracy and presentation. Finding a remote web developer that can do both will elevate your entire development game completely. Never forget the portfolio.

4. Asking too many specific technical questions

This isn’t so much about determining personality so much as it is about having realistic expectations. Remote web developers have a myriad of skills that range a variety of disciplines. They will typically keep several coding lexicons in their memory at all times.

Figuring out if they know a minute detail of an abstract concept that isn’t related to what you are building is a waste of time, always. There is never a time when that is a good idea. What you want to do is determine the realistic coding standards that you have on your current employees and test your candidate by those metrics.

If a candidate understands how to program an interactive web page on both ends, as well as design it, then you may want to lighten up on the theoretical discrete mathematics questions.

5. Not gauging their cultural fit

Typically, when companies are on the search for talented candidates, one variable that is assessed is the job applicant’s ‘fit’ with the organizational culture. Culture fit can be thought of as how congruent an individual’s values are with the organization. According to the Society for Human Resource Management (SHRM), hiring an employee that does not fit the company’s culture can cost the company 50-60% of that individual’s annual salary. There is little debate regarding the importance of culture fit, however improper procedures for assessing culture fit can lead to bias and discrimination. According to Patty McCord, who served as the chief talent officer at Netflix from 1998-2012, focusing on culture fit during the hiring process can lead to a lack of diversity because organizational leaders often feel like those who developer candidate culture best are individuals who are similar to them. This is an example of the similar-to-me bias, which suggests that individuals gravitate towards others who are like them. It is critical to hire employees that are congruent with the corporate culture, but because culture fit is such an ambiguous variable to assess, companies must come up with effective strategies to assess culture fit.


Ultimately, hiring the right remote web developer is always going to be a bit of a difficult process, but, by avoiding some crucial mistakes, you can find the perfect candidate in time.

Making the right hire is about gauging who the candidate is as a person as much as it is about determining their technical skills.

Remember to ask for GitHub and StackOverflow accounts and never forget the portfolio as it can show you their best skills.

Don’t forget your team and their cohesive viability with the candidate and most importantly do not grill the candidate on skills that they do not need for the position.

We can also assist you with this hiring process, just contact us at

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6 Red Flags(That Are Actually Green Flags)When Hiring a Programmer

January 8, 2019 Posted by Recruiting 0 thoughts on “6 Red Flags(That Are Actually Green Flags)When Hiring a Programmer”

I recently came across a post on that listed red flags to watch out for before you hire a programmer. Though some of the points seemed reasonable, others were, at best, questionable. We will go through each point while providing reasons why these red flags are actually green flags.

Programming is only a day job

As more and more millennials join the workforce, selling your soul to a company becomes less and less of a selling point. Of course, this potential red flag assumes that programmers who are actually passionate about their craft will “Always Be Coding.”

Though the idea of a programmer toiling his free time away working on the next Facebook may seem appealing to hiring managers, finding these “gems” can’t replace the practical task of finding a competent developer. This Medium article details the hidden cost of hiring developers. The question HR has to ask is, how many man hours do we want to waste looking for the 24/7 coder?

You can argue that a programmer who spends his hours away from work pursuing hobbies like swimming, fishing, and writing will be more productive when it comes time to work.

Don’t really want to “talk shop”, even when encouraged to.

This point implies that coders who don’t talk shop aren’t skilled in their area of expertise. This is a narrow way of viewing a candidate, focusing only on the bubble of engineers. But engineers don’t code in a closet. They often have to interact with other members of the company, like UX and UI designers, technical writers, and project managers. Someone who doesn’t really want to “talk shop” may be able to communicate better with other members. The developer also may have a different method of problem solving that involves mentally removing himself from the development process to refresh his or her insight.

Learns new technologies only in company-sponsored courses

This potential red flag ignores the possibility that the developer’s learning style is suited to a sponsored classroom environment, free from the burden of having to pay for an expensive course.

Admittedly, a developer should constantly keep up with trends, but if the company is willing to foot the bill and the developer is able to learn new technologies that benefits the company, then this should be a bonus to an employer. The developer is willing to advance his career, and the employer can then market that his company is a hub for career growth. Who’s the loser here?

Started programming at university

This was one of the most questionable red flags. I doubt a Hiring Manager will ever care about when you started the skill they’re looking for. They usually want to know how much years of experience you have and how that reflects in whatever projects you may have in your portfolio.

Like the first red flag, this red flag assumes that child prodigies are readily available. Sure, someone who started coding at thirteen would have a better Tell Me About Yourself  answer than someone who learned to print “Hello World” to a console in her Computer Science 101 class. Still, if the developer has grasped the relevant languages needed to succeed on the job during her four years, this should be a plus on his resume. It shows that she’s a quick learner.

All programming experience is on the CV

This red flag would make sense for a developer with 20+ years of experience. But with many engineering roles demanding 5-10 years of experience with a certain technology stack, a developer who lists all of their experience would save you the trouble of having to pry that information out of them. The true red flag would be experience where the developer’s role does not include detailed, actionable responsibilities.

Focused mainly on one or two technology stacks (e.g. everything to do with developing a java application), with no experience outside of it.

One of the most baffling aspects of the recruiting process is the regurgitation of every technology stack known to man on a job board. The idea is to attract as many prospects as possible, of course. But, ideally, you want a developer to be an expert at at least one stack. That’s what you’re hiring them for.

Specialization is becoming more and more necessary in the field of IT as products become increasingly complex. The notion of a polyglot is akin to Silicon Valley’s unicorns. They are few and far in between.  It’s better to be an iOS expert than a general app developer who can’t delve into the nuances of both Android and iOS.


What we should take away from these red flags is that the hiring process can be highly subjective. Some companies love white boarding while others prefer to highlight soft skills in the recruitment process. Some may take non CS degrees, others may shun them. Some value experience, while others value raw talent. Oftentimes, developers aren’t one-dimensional–you can’t place them in a color coded box. There is no perfect candidate.

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Why are employees ghosting their employers these days

January 8, 2019 Posted by News, Recruiting 0 thoughts on “Why are employees ghosting their employers these days”

According to Economists workers are acting like millennials on Tinder: They’re ditching jobs via text.

“A number of contacts said that they had been ‘ghosted,’ a situation in which a worker stops coming to work without notice and then is impossible to contact,” the Federal Reserve Bank of Chicago noted in December’s Beige Book, which tracks employment trends.

National data on economic “ghosting” is lacking. The term, which usually applies to dating, first surfaced in 2016 on But companies across the country say silent exits are on the rise.

Analysts blame America’s increasingly tight labor market. Job openings have surpassed the number of seekers for eight straight months, and the unemployment rate has clung to a 49-year low of 3.7 percent since September.

Janitors, baristas, welders, accountants, engineers — they’re all in demand, said Michael Hicks, a labor economist at Ball State University in Indiana. More people may opt to skip tough conversations and slide right into the next thing.

“Why hassle with a boss and a bunch of out-processing,” he said, “when literally everyone has been hiring?”

Recruiters at global staffing firm Robert Half have noticed a “ten to twenty percent increase” in ghosting over the past year, D.C. district president Josh Howarth said.

Applicants blow off interviews. New hires turn into no-shows. Workers leave one evening and never return.

“You feel like someone has a high level of interest only for them to just disappear,” Howarth said.

Over the summer, woes he heard from clients emerged in his own life. A job candidate for a recruiter role asked for a day to mull over an offer, saying she wanted to discuss the terms with her spouse.

Then she halted communication.

“In fairness,” Howarth said, “there are some folks who might have so many opportunities they’re considering they honestly forget.” Read more…

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Software Developer Jobs Will Grow Through 2026

January 5, 2019 Posted by News, Recruiting 0 thoughts on “Software Developer Jobs Will Grow Through 2026”

Over the next eight years, the United States will add more than a quarter-million new software developer roles, according to new data crunched by The Knowledge Academy (which provides online training courses) and Glassdoor.

That job increase through 2026 should come as good news to anyone considering a career in software development. Over the past few years, as machine-learning algorithms have become more sophisticated, some tech pros have harbored a growing worry that software will take over the bulk of coding work, putting a sizable percentage of developers out of business.

If the number of software developer roles increases in coming years, however, that’ll be all the proof anyone needs that developers are at least somewhat immune from automation. But there’s a nuance here: software will almost certainly evolve to the point where it can take over many aspects of coding, meaning that developers in coming years will need to focus more on creativity, project management, and other things that machines can’t do (yet).

In fact, automation is already taking over the software industry in not-so-subtle ways. Microsoft (with its PowerApps platform), Google (with Google App Maker), and other companies have built and marketed low-code building environments for custom business apps; this has unleashed a new generation of “citizen coders” with relatively little programming skill who can nonetheless assemble single-function apps within a short period of time.

“Citizen coders” may ease some of the pressure on companies to hire full-time developers and other tech pros, but bigger coding projects will still demand experts capable of managing all elements, from cloud vendors to app UX. And there’s significant money for those tech pros with the right skills; a Python developer, for example, can earn an average of $107,578 per year, and salaries often increase with the adoption of specialized skills.

In other words, the future seems bright for developers—so long as they have in-demand expertise and experience.

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How to become full-stack web developer

January 2, 2019 Posted by News, Recruiting 0 thoughts on “How to become full-stack web developer”


If you’re looking to become a full-stack web developer, and amplify your chances of landing a well-paid job, here is the ultimate guideline to becoming the “Jack of all traits” in the web industry.

Since most developers orient their work towards the front end or back end development, those that were able to singlehandedly code the entire project became a valuable asset. These, so-called, full stack web developers made the development process more efficient due to simplified communication, and overall process time consumption.

Front-end development

Apart from having a computer, the first step to becoming a full-stack developer is mastery of website front-end development. It is basically the part of the website that’s available for users to see and interact with. There are three main components of front end: HTML, CSS, and JavaScript.

  • HTML is basically the backbone of the website. In order to create the site structure and content, you need to learn HTML.
  • CSS stands for Cascading Style Sheets and it has an HTML content control function. It allows you to adjust the content you created using HTML like background images, colors, font style and size, as well as a number of other HTML elements, no matter how these elements were defined through original HTML coding.
  • JavaScript represents the icing on the front end cake. It allows you to add complex animations, web apps, and work on the interactivity of the website.

Learning these three languages puts you midway to becoming a full-stack web developer; the second half of the path includes enhancing your skillset with back-end development.

Back-end development

This aspect of web development includes working on what’s “under the hood” of your website. Unlike the front end which focuses on presenting your content to the user and allowing the visitors interaction with your website, back-end development deals with the site’s functionality, databases, data integration, and other core processes. The skills you need to acquire for back-end depend on your personal preferences and project requirements as there are various programming languages which one can utilize in order to work on the back-end portion of the website.

Some of the most popular, and therefore most practical, languages to learn include PHP, Python, Ruby, and a series of others. As we already mentioned, the code you’re going to use depends on the project requirements, but if you wish to become a full-stack web developer learning just the one language won’t get you too far.

It’s also possible to build back-end using JavaScript, however, this language can result in a series of performance issues, making your website appear slow and buggy. Since user experience plays a significant role in web design, it’s important to use a programming language which will allow the best performance and stability. Furthermore, the bulk of modern CMSs (Content Management Systems) like WordPress and others, use languages other than JavaScript, which intensifies the need for back-end coding languages.


Full-stack web development is not about “knowing it all”, it’s about being able to adapt your knowledge to project requirements. There is no fast track to becoming good in this industry; the road to success is paved with hard work, dedication, talent, and enough learning material.

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Top 3 Interview Questions To Ask Remote Web Developers

December 26, 2018 Posted by News, Recruiting 0 thoughts on “Top 3 Interview Questions To Ask Remote Web Developers”

Web developers are in demand today more than ever. They can make everything from attractive information sites to complex web applications. A specific advantage of web development is that it can be done remotely.

In the tech sector specifically, remote work is becoming a more prominent choice as it lowers the cost of operation and can provide a better sense of happiness within the individual employees.

Recent studies have shown that productivity increases when the number of working options increases in kind. Hiring remotely, however, comes with certain aspects that must be considered.

In this article, we will highlight some important questions that specifically target remote developers. Working remotely is a unique way to perform job duties and, as such, remote web developers require unique interview questions.


Here are the top 3 questions to ask remote web developers before you hire:


1. Why do you prefer to work remotely?

This question is important to ask because you want to ascertain the developers reasoning and motivation for working remotely. Are they working remotely because they enjoy the freedom of working from home?

Do they enjoy the flexibility of freelancing their web development skills? Do their answers fall in line with your company message and management style or are they fundamentally at odds?

This is important to ask early on in the interview process even though web development is a technical role because communication, collaboration, and teamwork skills are integral for completing projects. Especially in remote environments where the culture will have to be implied rather than explicitly communicated every day like in office environments.

Web development can be done completely from home. With a few cloud collaboration tools and business communication applications, a web developer can complete any and every duty. However, you need to ascertain if they have experience managing themselves as remote web developers.


2. Are you available to come to the office?

Remote web development can be a difficult task to complete and may require some additional work in addition to their independent projects. This is why it is important to fully understand whether you are going to require some in office availability.

Some employees flourish when working on their own. Others need to be supplemented with physical interaction. It is up to you to determine which type of employees would best fit inside of your organizational schema.

3. Do you have experience using code repositories like GitHub to collaborate remotely?

This will distinguish whether or not they have experience with combining code remotely. Structuring projects and timing them can be difficult when you cannot speak with them physically.

That is why it is crucial that the potential web developer employees have at least a moderate amount of experience with code repositories and project work. Without the skill of combining code online remote work might be incredibly challenging.



Hiring a remote web developer comes with certain considerations that must be made in order to account for the differences in working conditions that remote work provides.

Remember to ask important cultural questions in addition to technical ones. While web developers do have many technical responsibilities, they won’t be able to fill their role to the best of their ability if they don’t align with your company culture. We offer a propietary test for hiring in house coders and for 3rd party companies wanting to test potential hires.

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