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9 Tips for Hiring Angular JavaScript Engineers

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How We Hire Angular Developers

Written by Merixstudio, a top-rated development shop.

Hiring experienced Angular developer is not an easy task. Frontend Mavericks are becoming more and more demanding. Employers all around the world are trying to attract them with high salaries, good looking offices, and a bunch of perks (typical US company will provide dental care, for an average European firm it will be cold fridge packed with beer). No wonder – Angular is the super-duper friendly framework for growing market of web applications. As an entrepreneur you need to balance the books, therefore on a daily basis, you struggle with several risks. Hiring overpaid Angular dev is one of them. Below you’ll find a few points that will help you avoid a landmine possibly hidden on a payroll.

9 Tips for Hiring Angular

1. Experience. Sounds trivial? Not for everyone.

This is the basis, but still, some of the entrepreneurs fail to verify candidates in the most obvious way. Sometimes just the act of putting “Regular Angular developer” on a resume (with no professional experience and educational background below), makes them believe that there’s a catch. Many companies work on projects still using Angular 1.x. If you want to attract Angular Developers, offer them the opportunity to work with the newest versions of Angular (4.x). Developers seek to continually raise their skill level and challenge themselves with new tools. Use this is an excellent way to show them that you are up to date with front end tools and create high-quality apps!

2. Talent . Ok, it’s a bit more complicated.

Paper is just paper, and sometimes even expanded Github record won’t give you a full idea of a candidate’s real potential. If you have the possibility for battle-testing – do it! Provide them with a test or task. Try them and see how they’re dealing with something unexpected. And don’t be afraid to be judgemental. Besides excluding not-exactly-chosen-ones, you also give a real chance to those who are at the beginning of career (that should be your priority). Most of the modern front end frameworks have the same fundamentals. If a developer has strong native JavaScript skills and genuinely understands its underlying design (prototypal inheritance ftw!), you can safely assume he’ll be a good fit for your Angular Team with just a little help from onboarding process. On the other hand, if someone states that he mastered Angular and TypeScript but doesn’t understand that classes are just syntactic sugar for the old prototypal pattern. Well, that’s a bad sign. Previous projects. If the candidate’s CV says “4 years in international projects”, it is your duty to find out what kind of projects they’re talking about and what was their involvement. Ask them about their roles. Be advised that some devs (especially young ones) include on their resumes projects in which they haven’t used their core skills or were involved only partially. Without hesitation ask about the details, workflow and so on – a few extra questions will give you an idea of a real effort of your candidate.

3. Following trends.

Regarding the first point, think about a version of Angular your candidate has been working with before. Do they follow best practices? The Angular community encourages the functional and reactive programming. Is your candidate up-to-date?

4. Team size in previous projects.

Were they a ‘corporate rat’ hidden behind Jira tickets? Do they have any experience with agile teams? Are they happy to work in the team where roles are strictly dedicated? My advice? Hire individuals who have experience with teams as big as yours.

5. Everything associated with web development (but not Angular!)

Do they know any other language or technology? Perhaps they have some QA skills? It’s not just a matter of having a multidisciplinary full stack team member, but also a matter of understanding other environments, crucial thing while connecting frontend and backend. Redux, for example, is strongly associated with React. However, it can’t be used with Angular projects as well.Maybe they have experience with React, the Angular biggest rival? Knowledge of React libraries often can be transferred to Angular! So, they love to use Redux? No worries then! Redux is a great tool that eases designing of data flow inside web apps – so offer them the possibility to use Redux also with Angular.

6. Everything not associated with Angular and web development.

Do they sculpt? Play piano? Have their own business? Unfortunately “no-life” individual might not be the right person for, let’s say, a digital agency. Besides stress management, hobbies develop skills and deliver a better understanding of the world around. Social people are happier to integrate with others – they’re team players. It’s good that your employee doesn’t think about you while out of office.

7. Honesty. I know it’s hard (if not impossible) to measure it during an interview.

Some part of your business depends on employee’s  dedication and willingness to make the projects succeed. If you hire experienced agile team, you will outsource not only services but also risks. In the fact business is worse than love – there’s no contraception.

8. Check their English skills (or any other language you’re working with).

We’re living in the 21st century, and it’s no surprise that you outsource or hire remotely from companies/individuals from different locations. Try your candidate by both having a conversation and correspondence. Remember that their resume is probably written with the help of several tools (for example grammar checker) and you need someone able to communicate with you, your team as well as clients. So, don’t forget about soft skills! Oh, one more thing – if you hire a team, don’t satisfy yourself only with fluently speaking sales rep and PM. We’re living in the age of agile. You should have an access and possibility to speak directly with each of your team members.

9. This one is from Maciej Fedorow – our HR manager (actually this text has been mostly written following his consultancy, thanks, man!).

Ask your candidate a tricky question. Something perhaps not associated with work, experience and so on. Google used to be a prominent example of this approach, with high standards and head-scratching questions. For instance, they asked how much should you charge to wash all the windows in Seattle or why are manhole covers round? Surprise your candidates and observe their reaction in a stress-including situation. Their answers can tell you a lot about their personality (regards to points #4 and #8). Don’t be banal, make it hard. A simple trick can help you a lot.

Written by Michał LISEWSKI at Merixstudio with editorial help from Mateusz ANIOŁA & Maciej FEDORÓW.