Traits I look for when hiring software developers


As a software developer who has been on both sides of the interview table numerous times, I've come to realize that hiring the right talent is crucial for the success of any engineering team. Over the years, I've refined my approach to hiring, focusing on three key traits that I believe are essential for any successful software developer: conscientiousness, intelligence, and naivety.  

Conscientiousness

This trait is perhaps the most important quality I look for in potential hires. Conscientious individuals are diligent, responsible, and committed to delivering high-quality work. They take ownership of their tasks and ensure that they are completed to the best of their ability. In a fast-paced and dynamic industry like software development, having team members who are conscientious can make all the difference in meeting deadlines and delivering successful projects.

Intelligence

While technical skills are undoubtedly important, I value intelligence beyond just the ability to solve complex problems. Intelligent individuals possess critical thinking skills, creativity, and the ability to adapt to new challenges. They can quickly grasp new concepts and technologies, allowing them to contribute effectively to their team and drive innovation. 

Naivety

This may seem like an unusual trait to look for in a software developer, but hear me out. Naivety, in this context, refers to a willingness to tackle challenges without fully understanding the magnitude of the task at hand. It's about having the courage to step into the unknown and take risks, even when the outcome is uncertain. Naive individuals are not afraid to push boundaries and explore new ideas, which can lead to groundbreaking innovations in software development. When interviewing candidates, I'm not just assessing their technical skills or past experience. Instead, I'm looking for evidence of these three key traits and how they manifest in their work and behavior. Do they demonstrate a strong work ethic and attention to detail? Are they able to think critically and adapt to changing circumstances? And perhaps most importantly, do they possess the naivety to tackle ambitious projects and push the boundaries of what is possible?

Meaning, they have enough naivety left that they’re willing to walk in to a thing without realizing how hard it is, otherwise most of us would never try something hard. Conscientious enough not to run away when they discover what they’ve taken on and just smart enough to figure it out in time.

Of course, finding candidates who embody all three traits is no easy task. It requires careful evaluation, thoughtful questioning, and sometimes even a leap of faith. But in my experience, hiring individuals who possess a combination of conscientiousness, intelligence, and naivety is the recipe for building a high-performing and innovative engineering team.

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