Adding engineers to a team can be a challenge, particularly for small teams who currently work well together. The notion of hiring more engineers simply to move quickly rarely produces the desired outcome. A great team can be can quickly grind to a halt by just throwing more “coders” at the problem. Not because they aren’t experienced or talented, but because working with a team is hard and requires investing yourself in understanding how products are built.
Here at VidMob, we’ve challenged ourselves to find the balance between rapidly creating and deploying products that drive immediate value for the company with building a quality and stable platform. As we grew our engineering team more than 3x in since 2015 and look to double that count this year, the key trait that we’ve identified when evaluating talent is a demonstrated motivation. The motivation to understand why or how a solution was achieved.
This rarely is discovered through a candidates work experience but appears from the passion they have when talking about their other technology interests. Building quadcopters, robots, gaming platforms, or working with APIs when there might already be well-crafted solutions available, are examples of how VidMob candidates (and eventual hires) have demonstrated their motivation to learn. It reflects the importance that is placed on the journey to learn and not necessarily the end result. Candidates who exhibit this trait typically are strong problem-solvers and become invested in the success of the product. Often, they will go out of their way to refactor code to make their job easier, the product more maintainable, and leave the codebase better than they found it.