Back in 2011, as I was getting a bored with my job and I started looking for a new job. During my search, my friend Daniele (with whom I had built Novlet and Bitlet years before) forwarded me a link to the careers page of the company he was working for at the time, ITA Software.
While Google was in the process of acquiring ITA Software, ITA still had a number of open positions they were looking to hire for. Unlike Google, however, they required candidates to solve a programming challenge before applying to engineering roles.
The problems to solve were surprisingly varied, ranging from purely algorithmic challenges to more broadly scoped problems that still required some deep technical insight. As I browsed through the options, I ended up settling on a problem that intrigued me because I thought it resembled a problem I might one day wanted to solve in the real world and seemed to try to test both the breadth of my knowledge (it required good full stack skills) as well as my understanding of deep technical details.
I have good memories of the time I spent investigating this problem and coming up with a solution. When I was done, I had learned about a new class of data structures (suffix trees), gained a deeper understanding of Java’s internals. A year later, I got a job offer due in part to this puzzle.
A while ago, I found myself in the enviable position of having to rapidly grow my team. By then, I had done a large number of technical interviews, so I had an idea of what to look for in strong candidates for Software Engineering positions. However, I felt like I lacked a framework for understanding how likely a given candidate was to succeed if they had joined my team, beyond a very loose definition of “culture fit”.
As I was trying to better understand what I was looking for, I started to think about what I value in the people I work with and to reflect on traits I found to be quite common among some of the most successful people I have worked with over the course of my career.
While I would not expect every person I work with to exhibit all the qualities I list here, I am always positively impressed when I come across someone who exhibits more than a few and equally concerned when I see no hint of any of these characteristics.
Over time, I became quite sensitive to some hints that suggest someone could possess one of the these traits and I learned to probe further whenever I see them.
Here a list of the most important characteristics I learned to value in anyone I work with, regardless of job function.
Looking for a job in the tech sector is a challenge. A lot has been written about the process itself and its quirks, ranging from programming puzzles to whiteboard interviews. However, there are still a few details that are often overlooked by most companies and can make a significant difference for perspective applicants.
Even when recruiters try to do all they can to make the application and hiring process as easy as possible, it is extremely common that the jobs or careers sections of their websites do not contain all the information applicants would need to make an informed choice. And when the information is present, it is often arranged in a way that is not effective or clear enough.
This article contains a selection of the most frequently neglected details; information that is valuable for applicants but, for a combination of good and bad reasons, is often hidden or not present at all.
If your company is hiring, try to figure out how easily a candidate can find an answer to these questions by looking at your website:
How long will it take to get to an offer? Do you accept international candidates? Which openings match my skills? Which openings match my seniority? Which division should I apply for? Which offices are hiring people with my profile? If the answer to any of these questions does not come immediately, the careers section of your website may be cleverly designed and communicate a great image of your company, but it is probably disconnected from the needs of its users: the people you are trying to hire.