Ken Schumacher’s Post

The question that I failed to implement in the interview yesterday. Released it for free on Frontend Hire with tests so that you would never lose out. Also, do understand the use case of apply here. Because that will be a follow-up question. https://lnkd.in/gS5quJmX #frontendhire #jsinterview #currying

How to Hire Developers as a Non-Technical Founder As a non-technical founder, hiring developers can feel like learning a foreign language. But don't worry. Building a great tech team is achievable, even if you don't know how to code. Here are 5 strategies to guide you: 1. Know What You Need Before hiring, clearly define your project scope and requirements. What problem are you solving? What features are must-haves? 2. Leverage Your Network Ask for referrals from trusted contacts in the tech industry. Personal recommendations can be gold. 3. Leverage Online Platforms Use platforms like LinkedIn to find potential candidates. Look for developers who have built similar projects or have experience in your industry. 4. Be Transparent Be open about your non-technical background. The right developers will appreciate your honesty and be willing to bridge the knowledge gap. 5. Ask for Portfolio and Code Samples Past work speaks volumes. Request examples relevant to your project. And one bonus tip: Don't be afraid to ask questions! Even if you're not a tech expert, you can still ask questions about their experience, approach, and problem-solving skills. Remember, hiring is just the beginning. --- Want to build your MVP or dive deeper into any of these steps? 👉 DM me word "MVP". --- Follow Mikail Bayram for actionable tips, real-world examples, and lessons learned from building 15+ products from scratch.

How to Hire Developers as a Non-Technical Founder As a non-technical founder, hiring developers can feel like learning a foreign language. But don't worry. Building a great tech team is achievable, even if you don't know how to code. Here are 5 strategies to guide you: 1. Know What You Need Before hiring, clearly define your project scope and requirements. What problem are you solving? What features are must-haves? 2. Leverage Your Network Ask for referrals from trusted contacts in the tech industry. Personal recommendations can be gold. 3. Leverage Online Platforms Use platforms like LinkedIn to find potential candidates. Look for developers who have built similar projects or have experience in your industry. 4. Be Transparent Be open about your non-technical background. The right developers will appreciate your honesty and be willing to bridge the knowledge gap. 5. Ask for Portfolio and Code Samples Past work speaks volumes. Request examples relevant to your project. And one bonus tip: Don't be afraid to ask questions! Even if you're not a tech expert, you can still ask questions about their experience, approach, and problem-solving skills. Remember, hiring is just the beginning. --- Want to build your MVP or dive deeper into any of these steps? 👉 DM me word "MVP". --- Follow Mikail Bayram for actionable tips, real-world examples, and lessons learned from building 15+ products from scratch.

Designing a robust frontend system is essential in today's world and no one talks about frontend system design much. Don't just take my word for it, read below!

Nobody talks about front end system design! One of a fellow techie asked for front end system design resources in our Kite slack community few days back. When it comes to system design for software interviews, it is back end. Every candidate prepares for it, every interviewer asks it, no matter what the role is. For front end engineers, designers and architects, design skills focused on front end are critical. From the responses and my experience, I have compiled few good resources into a Notion doc and published it. (link in comments) Thanks Sparsh Malhotra for topics and github repo. #frontend #interviews #softwareengineers

Many frontend engineers anticipate frontend interviews to focus mainly on JavaScript and building components. Most are not prepared for problem-solving questions and basic computer engineering concepts. Regardless of the specific role, if you are working in tech, here are a few essential areas you should be well-versed in: #ProblemSolving: How to write efficient code/algorithms for given problems. #ComputerScience Concepts: Understanding basic data structures, networking, and security principles. #Testing: Knowing how to thoroughly test your code to ensure reliability. #Debugging and Performance Optimisation: Strategies for identifying and addressing issues in production.

I've launched the new questions experience. A couple of questions on Frontend Hire will use this experience. Taking you to the local environment helps me cater to a wider range of questions and cover things like testing, accessibility, frameworks, etc., For example, the below question is something I ask quite a lot in interviews. Usually a bit more complex function and how they would break it down into smaller and more readable parts. I hope by teaching such refactorings more people will write better code. Thanks to Ankit Gupta and Karan Nagpal for giving their feedback on the same! Question Link: https://lnkd.in/geRm5-jh #frontendhire #interviewquestions #testing #refactoring

"But if we don't test them, what do we do if they're not any good?" What do you mean, what if they're not any good? What do you do if - they passed your test and they're not any good? - they start verbally abusing your team? - they're massive racists? - they're stealing code? - producing awful, unmaintainable garbage? You fire them. Why does all critical thinking go out of the window when attempting to hire software engineers? I've said this time and time again. If you're not testing someone working on your actual code, in your actual business, with your actual team you're just testing your own biases. You're making up imaginary goal posts dressed up in your own assumptions. "oUR tEsT shOwS hOw tHeY'rE aPpRoAch tO sOlviNg pRobLems" It shows how they solve that specific problem. Not their ability to problem solve. You may as well test them on their ability to fix a leaky pipe or build a house. No one solves different problems the same way. Some problems you've solved time and time again, so you have a prescribed solution along with lessons learned. Other problems you have zero basis for a solution and you probably won't get it right the first time. Just because you can replace a wheel, doesn't mean you can replace a tire Just because you can wire a plug, doesn't mean you can wire a house Just because you can build a React component doesn't mean you can build a mobile app. No amount of testing is helping you hire better engineers. It's helping you reduce diversity, and encourage confirmation bias. #developerlife #recruitment #techtest

My first Frontend Technical interview challenge. Using the latest HTML and CSS to design a section for a hypothetical application. In this video: Analysis Project Overview Styleboard (Visual Components) Analysis Code Analysis Requirements Assessment Research + Follow Up Manage Libraries Importing External Stylesheets Using External Stylesheets and Libraries Accessibility Cleaning Code Customizing Buttons Check it out!

QUESTION 🙋♀️ Recruiter connections- has anyone heard of or sourced candidates from a platform called Frontend Mentor? Or even any of my software connections- have you used it? If so, what are your overall thoughts? Recruiters, have you ever hired anyone from it? I ask because my husband has started getting various certifications in coding. He found the Frontend Mentor website which seems to be a training platform that could also help recruiters see your portfolio. So just checking to see how successful or helpful it is. Thanks!