How do you read the CV of a programmer?

Summary

In this video, the speaker discusses the limitations of using CVs to evaluate the competence of software developers. While CVs can offer insights into a candidate's experience, the real test lies in interviews and practical assessments. The speaker emphasizes that evaluating candidates based on years of experience, tools, and project types can provide clues, but interviews with senior developers are crucial. They argue that the best developers often emerge from large-scale projects, and companies should focus on relevant project experience over superficial qualifications. Ultimately, a CV is just a starting point, and true competence is determined through hands-on work and problem-solving.

Takeaways

• 😀 It's difficult to determine a programmer's competence solely from their CV.
• 😀 Years of experience, tools used, and project types are key indicators but not definitive markers of a programmer's skill.
• 😀 CVs are often poor predictors of software developers' abilities, and personal interviews are essential for a clearer understanding.
• 😀 A good CV doesn't guarantee high performance; developers might still struggle with real-world productivity despite impressive qualifications.
• 😀 A two-step hiring process, including a relevant code challenge and an interview with an experienced developer, is highly recommended.
• 😀 The ideal candidate depends on the specific role, but familiarity with modern tools, large-scale projects, and responsibilities are important.
• 😀 Small-scale or low-complexity project experience can signal a lack of exposure to larger, more complex development environments.
• 😀 Developers with experience in mainstream tools used in large-scale projects tend to have a stronger skillset for handling complex tasks.
• 😀 Having a broad array of tools listed on a CV with no substantial experience may indicate a candidate who has dabbled in many things without mastering one.
• 😀 Developers with solid experience at large companies or on complex projects are typically better equipped for serious software development roles.
• 😀 The reality is that some of the most skilled developers may come from small-scale environments, and evaluating them purely based on a CV might overlook their potential.

Q & A

Why is a CV not a reliable indicator of a software developer's competence?

A CV can be misleading because it may not reflect the real skills or proficiency of a developer. Many candidates might list various tools or years of experience, but without practical testing, it's difficult to judge their actual abilities.

What is the most important factor when hiring a software developer?

The most important factor is practical testing, such as coding challenges that reflect the real work the candidate will do in the company. This helps assess their true coding abilities beyond just what’s written on a CV.

Why is it essential to have senior developers conduct interviews?

Senior developers are better suited for interviews because they actually ship code and understand the tools, techniques, and challenges developers face. Engineering managers may lack this level of technical expertise.

What role does the combination of tools, years of experience, and project types play in evaluating a CV?

These factors help gauge what a developer has been exposed to and the responsibilities they’ve undertaken. For instance, experience with large-scale projects and mainstream tools can indicate proficiency, while short-term, low-stakes projects may signal limited exposure.

How can short-term freelance or consultancy work influence the assessment of a developer's CV?

Short-term projects often focus on delivering simple, low-stakes products, which may not provide the exposure to complex, large-scale systems required in serious software development. This may suggest the developer lacks experience in high-responsibility roles.

What kind of projects and environments produce the most capable developers?

Developers who have worked in large-scale development environments—especially with major cloud providers and enterprise-level tools—tend to be more skilled. These environments require handling complex systems, managing deployments, and taking ownership of large projects.

Can a developer with limited experience in large companies still be highly competent?

Yes, a developer can be highly competent even without experience in large companies. For example, self-taught freelancers or developers with unique problem-solving skills may excel in areas outside traditional corporate environments.

What is the issue with developers who list many technologies on their CV without deep experience in any of them?

Listing many technologies without deep experience often indicates that the developer has dabbled with different tools but may lack mastery in any. This can be a red flag when looking for someone who is truly proficient in critical tools used in enterprise development.

Why is it challenging to predict a developer’s performance based solely on their CV?

It’s challenging because even a well-written CV may not reveal the developer’s true skills, problem-solving abilities, or productivity. Practical tests and interviews are essential to gauge how well they can perform in a real work environment.

How does the scale of a project impact a developer’s experience and skillset?

Large-scale projects usually require developers to work with complex systems, handle deployment pipelines, and address larger sets of requirements. Small-scale projects, in contrast, often focus on simpler deliverables and lack the depth of responsibility that helps developers build more advanced skills.