I was surprised by the comments I received on my Stickyminds article last week. Then I read Brian Marick’s insightful Tester who can script and I may have the words to describe my surprise and concerns. I was surprised by the people who commented that they were looking primarily for personality fit and cultural fit. […]
I have several accounts with a credit card company: two cards and a merchant account. They don’t want the expense of printing monthly statements for the merchant account, so they sent me a letter to enroll my merchant account in online statements to avoid the paper charge. In my default browser (Safari), I attempt
In December, I presented a webcast called “Creating On-Target High Tech Job Descriptions for High Tech Workers”. I could have titled it “11 Questions for Analyzing a Job” 🙂 The PDF is here. Remember, it’s a presentation, not an article. So if you’re confused, please ask me questions.
My column, Detecting Great Testers before the In-person Interview is up. Leave comments here or there.
I’m working with Esther this week on the book. We’re editing (and continuing to pair-write and pair-edit). Today, one of the things we addressed were the comments dealing with the people we name in the book. We hadn’t done a good job drawing our readers in to care about the people. So we’re fixing
Heather has a great post, Recruiters who actually know what they are talking about. The piece that resonated with me: I can’t imagine doing a phone interview or discussing an open position with a hiring manager without having strong knowledge of the functional space. If you’re a hiring manager inside an organization, using an internal
I thought that most of my readers were inside large-ish organizations, where they had people to worry about the budget for them. But it appears that some of you are owners of or work for smaller (generally consulting) organizations, where you (lucky you!) make the decision about when to hire another person. There are two
A reader sent me email with this question: “We have a group of four people (3 developers and a tester). We work on 4 products, releasing one about once a month (each product is released once a quarter). The developers are devoted to one product when they’re developing, but have to fix problems immediately if
I recently received an email asking me about salary ranges for architects and project managers. The author of the email wasn’t sure which job to take, and thought he’d make a decision based on money. Candidates, don’t make a decision based on money. Do what you love to do. Certainly there are people who are
I just received this in email: Pledge Our company is completely and absolutely committed to quality. * * Except on time-critical projects and during adverse cash-flow situations. When else would you need to be committed to quality? (Not to zero defects, but to an appropriate level of quality for the product you’re trying to