Why Engineers Hate your “Boiler Plate” Job Descriptions?

By [email protected] | August 21, 2022 | Comments 0 Comment

How to Attract the most relevant applicants with great job postings

One of the main problems in SaaS/Software engineering hiring is the way job descriptions are written. While I knew this for some time (read years) The problem is, I was too lazy to change anything about it! That is until recently, one of the candidates I was interviewing for an Engineering Manager Role said this in our introductory call,

Me: Hope you’ve had a discussion with Ms.ABC (our HR) regarding the Roles and Responsibilities. If there are questions on it I can answer them, or we can get into the agenda.

Candidate: Yes I had a discussion with Ms. ABC. But, quite frankly it was your boilerplate JD. I’d actually want to understand what exactly I’d be doing. What will I be in charge of? What will I move?

Needless to say, I spent the next ~30 minutes walking through the current team structure, where he’d come in, what will he own, what the growth trajectory looks like etc. Ultimately, we did 2 more calls before both of us were satisfied that there are mutual synergies and went ahead. It made me reevaluate all of our Job Descriptions over the weekend and rewrote almost half of them to include factual details on projects, outcomes expected, tools available, glimpse of growth among other things.

After this, I asked the HR to send this “revised” JD to the candidates once again.

And the result was visible from Monday!

Either candidates that the HR thought super suited started dropping voluntarily from the process or candidates started expressing interest, doing more research on our stack, infra, product proposition and competitor benchmarking, before the call. Some even did a cold reach-out on Linkedin.

So, I wanted to share the small titbit here.

Why General Descriptions Don’t work?

Most Job descriptions barely resemble “specifications” at all, but feel more like generic stubs. Sort of like the equivalent of shopping for a car with as much details as “red and goes fast” or “black and built to last.”

It leaves too much open to the imagination for it to be a successful criterion to enable fitment. With criteria as broad as this you’ll end up spending an inordinate amount of time executing the search, since so many things appear to be a match. For me, Red and goes fast is always a 1971 Ford Mustang, for you it could be a 1998 Ferrari 365.

A Red Ford Mustang & a Ferrari 365, What do you Fancy?

A Black Dodge Ram and Jeep Cherokee, What do you Prefer?

The truth is that statements like the above — or its equivalent in engineering hiring — “Get me a backed dev with OOPS in Python/Java/Go with 5 years experience” — guarantee a similarly frustrating shopping experience. You’ve made it needlessly difficult for yourself and your HR/TA team to identify the specific talent you want. In this trite example you’ve indicated that you’re looking for a mid-level engineer that knows OOPS, but that basically includes everyone that ever graduated with a CS degree in the past 5 (to 10?) years. Surprisingly, many job “specifications” we see contain rarely any more info. These are the “Boiler Plate” Job Descriptions.

How did we find ourselves in this mess?

I understand why hiring managers do this. Sometimes they’re not exactly sure what they want — after all, it takes real time and effort to work out the specific vision for the role. But instead of acknowledging this and then solving the real problem (their own laziness), they delegate the JD writing to their Team/HR and it turns into generic tech JD. But the hiring manager is unfazed — “I’ll know the right candidate when I see them,” they say. Really? It could be true in some instances. Sometimes, we start with a Backend developer, then we come across a candidate with experience in building a full pipeline or a payment system. Then we expand the role to cover wider scope and evaluate against it. But generally, How will they know the right candidate if they can’t write down specifically what the candidate looks like?

Another reason for generic job specs is because a hiring manager is recruiting in a talent-constrained market (sound familiar?), and it feels like a smart move to cast as wide of a net as possible. Theoretically, one should be able to get more candidates into the top of the funnel this way, right?

Perhaps. Theoretically. But in my experience, this approach usually, and utterly, backfires. Here’s why:

Boiler Plate Job Descriptionsaren’t designed to appeal to any engineer in particular

In the current job market, engineers are faced with a wide variety of options from some amazing established companies and lots of seemingly “sexy” startups. (after “the great resignation”)

You need to take your opportunityto stand out! The more specific you are about the challenges a specific engineer will get to work in a specific role, the more traction you’ll get with (the right) candidates.

The idea is to make an engineer excited when you describe what they will “Get to do” in the first 12-15 months in the role.

Be very specific,

Talk about the product/modules they will own/drive/be part of,
Talk about the outcomes and metrics they will own and drive,
Talk about the toolchains & frameworks they’ll use (or get to choose),
Talk about What’s hard/challenging about the role, How are they a great fit.
The more details you can squeeze into the spec to help them visualize their role and the projects they’ll be working on the better.

Boiler Plate Job Descriptions don’t arm others to help you

Another bad thing about generic JD is that they don’t help others help you. Think of how much reach could you get by using everyone in your network as a recruiter. But in today’s scenario, “everyone else” is already asking them if they know any Python Engineers or React Developers or Go Engineers. Why would they help you? Because you’ve taken the time to get specific about what you want? Maybe.

Take a look at the following Job Description. Anyone in software engineering who had some deployment, infra-planning & communication seems to be a candidate for the role.

I recently got a request from a founder friend of mine to refer a Sr.Tech Lead/Engineering Manager for an early-stage startup. When I saw the JD, it was so generic it did not even have the primary stack on it. Assume sharing it from your handle. I politely declined to share it and asked for some more information and said will come back once he shares. (I believe he is very busy and hence hasn’t come back)

The bottomline is, Make them want to help you — give them a JD that’s so amazing, well-written, specific, (even entertaining) — that they can’t help but pass it on, post it, tell their friends about it, etc. If you make it stand out — you’ll get more attention from the folks that can help because you’ll arm them with something interesting & effective that they can use to reach out to their network.

Boiler Plate Job Descriptions don’t enable you to know what success looks like

This is a very simple point — see above — if you can’t explain what the ideal candidate looks like, how will you know when you’ve found them? The JD shared by my friend looks as vague as this.

Actually, his company was looking for a guy who could not just do Infrastructure Architecture. They wanted someone who has architected/built a cloud native SaaS application. His team has built the application and has no idea how to convert it to truly cloud native format to scale without breaking the bank!

The main idea here is about not being willing to settle for less. I realise the market is tough right now, and maybe you’ll need to make compromises. But do you want to start at the wrong end of the pool? When you go out the door with a generic description, you preemptively give up the battle. If you need to settle — fine! — but know exactly what points you’re compromising on.

The larger problem is that if you don’t know what the best candidate really looks like then the other people involved in making a decision likely don’t know what s/he looks like either. A well-defined, specific description of the role enables everyone involved in the interviewing and hiring process to be on the same proverbial page.

Now go get started!

Fixing your job descriptions will take some work(as I found out). To get to specifics, you’ll need to dig in and make additional efforts. You might also need to do some retraining in your organization and teach others these principles, too.

But when you get through the hard work, your postings will turn into valuable weapons that will,

a.) appeal to the engineers you want to reach,

b.) enable others to help you expand your outreach, and

c.) get your hiring team on the same page to quickly come to the right decision.

If you’re curious to see what roles we currently hire for, we have a lot of openings in Product, Design and Engineering:

It ranges from Kubernetes Architect, React Native Mobile Dev, Sr.Backend Dev, Tech Lead-Mobile Technologies, Engineering Managers, Associate Product managers, Product Managers etc.

More details can be had at https://angel.co/company/itilite-1/jobs or you can ping me 🙂

Do you really need a Product Manager for a successful Product?

By [email protected] | August 15, 2022 | Comments 0 Comment

This post is a summary of a series of “Mentoring” and “Advisory” calls I did with some early stage startups, over the past 6 months. Most of the time, one of the founder ideates, one builds/leads the build. But, they want to go fast and think they need a Product Manager. Unfortunately, most of them don’t need a Product Manager. If you are at a similar juncture, read on to find out more..

The title is a controversial question, I know!

The State of Product Management:

Off lately, Product Managers have to wear too many hats, leaving the role vague and blurring the boundaries of their area of responsibility. This ultimately leads to diminishing the value of the product manager’s core functions. Product Management is a strategic, cross-functional, front-line role that brings great value to the product and business.

But, it commonly gets abused by many fast-paced organisations expecting product managers to fill in the gaps in various disciplines. This may be process, pricing, unit-economics, partnerships, product-marketing to name a few. They can definitely do that due to their broad professional background.

Admittedly, product managers do have a broad background, otherwise they would have a hard time to be able to effectively collaborate with the stakeholders, lead the product and make the informed decisions. But this definitely should not end up with the product managers becoming de-facto “deciders” or “doers” originally intended to be done by other roles in other functions.

How do you decide if you need a Product Manager or Not?

Like any problem, there are two approaches, if an intellectual debate is more to your taste, continue reading on. If it is more of a rational “doer” approach, head straight down to it.

Intellectual Approach

Ask yourselves some questions:

If you are a founder or a leader or a decision maker, before hiring a Product Manager, question yourself as to your expectations from the product manager.

Think hard on what you want them to do:

What do you want your new product manager to change/fix in your organization? What is it that you are unable to do?
Do you not already have the in-house expertise that would help you address the current issues?

If you are still unsure about whether or not you need a product manager “in the house”,

I recommend that you go through this checklist and answer Yes/No to each of its questions:

Do you have a vision for your product? Do you believe it is aligned with the market needs?
Are you sure you are building the right product — the one that delivers value to your target audience?
Do you have a direction for your product? A long-term and a short-term roadmap?
Till now, have you been able to execute your roadmap without major distractions?
Are you capable of maintaining the strategic focus across all levels of the organization?
Do you know your competitors and what they have on the game? Proposition, not features.
Do you have an established feedback loop with your clients? (Not the feature request types)
Do you mostly base your decisions on evidence/data?
Do you find it easy to say “No” to various stakeholders from various functions while hearing their “suggestions” and “inputs” and explain them why what they think is not the “most” right thing?

If you answered “No” to more than 4 questions, you probably need a Product Manager, No doubt in that.

But the reality is, that hiring a highly capable Product Manager won’t magically change the DNA of your organisation. I have seen multiple orgs regress into a worser situation than before. Because, the person responsibl has delegated the product decisions to that Product manager with a shiny belt, without enabling/empowering him/her.

The result

Rational Approach

If you’re a CEO, founder, or senior leader considering hiring a PM, check this list and see if you need one. Lets play a guess and eliminate game.

If you can see your organisation is reflected in this article, don’t bother hiring a PM — save some money and hire a cheaper role. You would also spare a PM some misery.

Don’t bother hiring a PM…

If you have a fixed idea of what to build

You already know what you want to build, you just need somebody to build it. You’ve hired some engineers. You need somebody to gather the requirements from you and the team, and maybe manage the back-and-forth of different requirements from many stakeholders. This person then passes the requirements along to the engineers and makes sure they deliver on time.

You need a Project Manager, not a Product Manager.

If your Sales team or clients are dictating what to build

You have a handful of big clients and you’re ready to bend over backwards to deliver what they need, including building custom features. Your Sales team knows best what to build, surely, as they’re the ones talking to the customers all the time. Now it’s just a matter of writing the stories and prioritising them.

You need a Delivery Manager, not a Product Manager

If they won’t have access to your customers

You have some very-important-people as customers and their time is precious. You don’t want the new person you just hired to talk to them directly — may be they will say something untoward?

I don’t know what you need, but you certainly don’t need a Product Manager.

If you’re not ready to delegate authority

You know that product managers should be given a problem to solve, not a feature to build. Heck, you were probably a Product person yourself, who has now set up your own startup. You have the vision and the strategy and you know exactly how to get there…

What’s left for the Product Managers to do, then? Maybe hire an Engineering Manager or a Tech Lead?

If you see technology as a support function

An easy way to assess this: How much of your company budget is dedicated for product/technology/innovation? If you’re not willing to invest significant resources to staff the product/technology team properly, they’ll be left firefighting all year long.

Don’t hire a Product Manager — yet. Assess how you see technology plays a role in your company’s vision. Set aside a proper budget, hire a strong CTO or CPO, and let them build their team. Only do that if you’re willing to listen to them though — or don’t bother doing it at all.

In Sum and summary, Hire a Product Manager only if you believe you can delegate authority, and can come to a rational decision based on data. If not, hire a Project Manager, Engineering Manager or any of the other roles.

A Tech Lead writing code is a disservice to the company.

By [email protected] | August 7, 2022 | Comments 0 Comment

You have been coding your whole life or at least most of your professional life. Recently, you have been promoted/designated or as a Lead Engineer or a Tech Lead. Does anything change for you?

Should you stop coding?

People generally say, hell no!

And why should you now?

You like it;
You enjoy it and probably
really good at it too.

But then you start leading a team, which means that everything should change or at the minimum, something should change Or shouldn’t?

It’s an eternal question for every engineering manager. I have tried to answer it all along my career and

The hardest thing is to understand that you are not “just a” developer anymore.

I know, the above statement is controversial with multiple of my readers.

Most of you are now in a role with,

different responsibilities,
different daily schedules, and
tasks that involve different mental processes.

And you are most likely trying to combine two things at this time.

You’re trying to be a good developer (that you used to be).
You’re also trying to act as a “Coordinator” “Communicator” and also “Manage” things

I know, your designation/title says Tech “Lead” or “Lead” Engineer and not Engineering Manager. But, in most organisations, a TL is looked upon as an EM in waiting (For more insight on career tracks for a TL – Check out my previous article on Engineering Leadership on Startups )

And working two jobs may often lead to early burning out and, frankly, not being any good in either of them.

I will take two very probable examples here.

Case 1: You are a Lead and you want to own a particular piece of code rewrite, which is giving a lot of concurrency nightmares to both the product support and your on-call teams. Most design/debug and development tasks require high concentration and focus, which contradicts the very nature of the team leader’s work. Multiple planned meetings, calls, messages — a lead needs to be on alert. It’s tough to consider all the edge cases when your slack/hangout/teams is buzzing all the time.

Another essential element is most of these buzzing & pinging can be controlled if your team is good at Asynchronous Communication. (I will write more about it in a future article)

Case 2: You are a Lead, driving a new subscription module for your latest product. There are simply so many stakeholders, your PM, Payments team, external partner/vendor, Infra team etc. It will be hard to be prepared to answer your teammates’ or vendors or customers’ questions if all you can think about is the efficiency of that function you just wrote.

Time Share:

Another thing is that spending a lot of time on development gives you little time to do your actual job as a lead/manager. And your job is managing other people. Though you will probably make time for your primary duties — assigning tasks, making estimations, validating designs, communicating with the stakeholder — you will miss out on all the other “noncrucial” parts of your job.

You can get so invested in a feature that you will miss some critical signs of your employees becoming demotivated to do their work, tired, or less happy. And, as you are busy, you become less innovative. Who will come up with a new architecture for the 3-year-old service? Most certainly not you, since you are too deep in the code.

Anti-Growth

Minefields you’d inadvertently trigger are either the Martyr Effect or the Hero Syndrome (Think Bruce Wayne or Tony Stark). On the first & second one, You’d always take the toughest part of the code or the most interesting part of the code, respectively. Either way, you’d be creating a team who’d be ill-prepared to take up challenges on their own or ill-equipped.

But what if I do not want to give up coding?

It may so happen that plain management isn’t your path. So, from here on, you may not enjoy what the role has to offer. Being a Team Lead/EM is all about people; being a Principal Engineer (or staff engineer or architect) is about code. If programming is critical for you and brings you more joy, you may be more suited for a Technical Leader role. So choose wisely.

But as a Team Lead, you are still most welcome to join code reviews and help your teammates with challenging coding problems if you want to.

Consult. Guide. Assist. Communicate
This is going to be your Motto.

And of course, You should definitely continue to code in other “Non-paying” parts of your job. Start automating your units, create boiler plates, write smaller, niche, critical elements of your system.