Note: this week I’m sharing a project with you, so there won’t be any links. I’ll be back to regular newsletters next week.
Last year at Krit we made our first ever outside hire. We had just closed two big projects and needed extra developers to join our team.
It was exciting. Also super terrifying - the-pressure-made-me-feel-like-gravity-had-tripled- terrifying. But this had been a goal for a long time, so there was nothing to do but throw ourselves in.
At this point, most founders would turn to the typical technical interview, which goes something like this…
Step 1: Grill candidates about their resumes.
Step 2: Ask them questions pulled from Google to decide if they’re a fit for the team.
Step 3: Give them a difficult programming problem that will demonstrate their skills.
But we decided to try something a little unconventional. We decided not to look at any of the candidates’ code…at all…before hiring them.
Based on the advice of our friend Pete Holiday, we flipped the typical script. Instead of asking the candidates to write any code, we intentionally wrote bad code and asked them to review it.
It went well. Insanely well. We hired two amazing developers, and they’ve handled everything we’ve thrown at them, including leading two huge projects.
That’s when we got an idea.
We were able to hire top-notch developers without looking at any of their code…what if other founders could do the same?
We’ve spent the past 3 years working with ambitious, non-technical founders. One of the biggest problems we’ve heard, over and over, is that it’s hard to find a technical partner. And it is. It’s really effing hard.
It’s difficult to find candidates, and it’s tricky to know whether any of them are good. You start to feel like it’d be nice if someone—anyone–who can program would join your team. (Even though you know that the wrong person will cost you thousands of dollars and months of effort.)
Can you really make an informed decision, when you don’t know how to code yourself? Isn’t that just throwing a dart at a board of applicants?
We now know from experience that you can confidently hire incredible developers without looking at their code.
You don’t need to spend weeks going through a coding bootcamp.
Or create a dartboard of applicants.
What you do need is a test and a process. A way to attract top tier talent and then evaluate their skill-level, without reading any code they’ve written. Something that gives you a load of confidence when you make that huge decision.
Introducing the Technical Hiring Handbook
We’re taking our experience, and the test we developed to hire two incredible programmers, and teaching it to founders. The Technical Hiring Handbook outlines a systematic process for finding, vetting, and hiring the best developers.
By the end, you’ll be able to tell the good from the bad and have confidence growing your team. All without learning how to code.
We just need one thing from you…
We want to make this handbook the best resource in the world for helping non-technical founders vet and hire programmers. Hit reply to this email right now and tell me what you would NEED to get out of the book in order to make it worthwhile for you.
Thanks for reading this far :) I’ll be sharing more about the handbook on Thursday and next week we’ll be back to normal newsletters.
Cheers from Charleston ✌️