Coming from a developer background, when I think of working in a high-performance-agile-environment, I want to work with the best and brightest developers and team around. Who wouldn’t want to work in a high-performing company with competitive pay, great benefits, and innovation as a foundation?
“Joel Spolsky once correctly explained that you’re generally looking for two things in an employee: Smart and Gets Things Done. (Academia is teeming with people who are the former but not the latter.) First, though, you have to establish something else: Not Completely Inept. You’d be amazed how many totally incompetent people show up for technical interviews.” – Jon Evans – TechCrunch
So what should a real interview consist of? Jon offers a humble proposal: don’t interview anyone who hasn’t accomplished anything. Ever. Certificates and degrees are not accomplishments.
“There is no excuse for software developers who don’t have a site, app, or service they can point to and say, “I did this, all by myself!” in a world where Google App Engine and Amazon Web Services have free service tiers, and it costs all of $25 to register as an Android developer and publish an app on the Android Market.”
Where am I going with all of this?
- Would it be too harsh to say that there are people that naturally fit within an Agile environment and those that don’t?
- Would I be wrong if I were to say that great Agile developers are naturally great communicators and great collaborators?
- Would it be too rough to say that there are personalities that just don’t mesh with flexibility and agility?
- Would I be too off-base to say that the best developers for Agile environments are those that are naturally entrepreneur-minded?
- Would it be wrong of me to say that Agile developers need to be innovative?
- Would it be crazy to say that only lazy developers hate Agile and Scrum?
What are your thoughts? When considering a transition to Agile, do the people matter?
[HT: Tech Crunch]