Hiring XP/Lean Coaches @ Industrial Logic, India
Wednesday, April 6th, 2011Industrial Logic was founded in 1996, is headquartered in Silicon Valley and has a workforce distributed around the world.
We are a globally recognized Agile coaching, training and eLearning company, composed of internationally recognized Extreme Programming and Lean Management pioneers and practitioners.
Our mission is simple:
We inspire software teams to go from good to great.
Since the late 1990s, we’ve steadily improved the agility of ourselves and our global clients, including:
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Our coaches are skilled practitioners who provide technical, managerial and entrepreneurial wisdom in their work with executives, managers, customers, analysts, developers, testers, internal-coaches and others.
Coaching for us means helping software people and organizations move towards high discipline, better risk management, reduced technical debt, increased productivity and delighted customers.
We judge our coaching engagements by whether we helped engender a culture of continuous improvement.
We teach live workshops and provide innovative Agile eLearning to help thousands of people around the world learn and practice valuable skills in Extreme Programming and Lean Management.
We begin most engagements with assessments that help groups understand current strengths and challenges, consider where they’d like to be tomorrow and map out strategies for getting there.
We are growing and we’re searching for highly-motivated XP/Lean coaches to join our company.
Interested? We currently seek ‘senior’ and ‘junior’ coaches. We expect our seniors to drop right into (paired) coaching immediately. The juniors, on the other hand, will need training and practice, and can expect their initial time to involve shadow-coaching with one or more seniors.
We are currently seeking coaches in India. We have domestic and international clients. Our travel schedules are manageable and balanced with local work. When not helping clients you’ll be contributing to the larger Agile community and collaborating with us on product development.
SENIOR XP COACH
- A passion for excellence;
- Ability to hit the ground running;
- Coach organizations at different levels (Executives, Middle Management, Teams)
- Outstanding communication skills, whether to geeks, suits, or anyone in between;
- A willingness to travel approximately 30%-40% per year, generally working four-day weeks onsite every other week (often paired with another IL coach).
- High energy and good cheer. A sense of humor is a big plus.
- Willing to pick up new skills on their own at a very short notice
- 4+ years of solid experience working on XP projects
- 7+ years of software development, with specialty in Java, CSharp, and/or C++;
JUNIOR XP COACH
- A passion for excellence;
- Coach organizations at team level
- Outstanding communication skills
- Basic familiarity and some experience with the XP practices;
- A willingness to travel approximately 30%-40% per year, generally working four-day weeks onsite every other week (often paired with another IL coach).
- High energy and good cheer. A sense of humor is a big plus.
- Willing to pick up new skills with limited guidance from others
- 2+ years of solid experience working on XP projects
- 3+ years of software development, with specialty in Java, CSharp, and/or C++;
At Industrial Logic, we eat our own dog food: when not at clients, we spend our own time developing products using an ultra-Lean process that we continually improve.
We emphasize sustainable pace, non-stop collaboration, and an overall tone of joyful camaraderie. It’s state-of-the-art agility around here.
Are we a match? If you think so, please send the following to jobs AT industriallogic DOT com
- a subject line that reads “SENIOR COACH” or “JUNIOR COACH”
- your resume
- a brief statement on why you’d like to join our company
- a sample piece of writing, such as an article, blog entry, etc.
- links to communities or open source projects to which you’ve contributed
Our sincere thanks for your time and interest in Industrial Logic. We look forward to hearing from you!
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- Refactoring Legacy Projects: Scaffolding Technique
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- Cannot Evaluate a Candidate just based on their Resume
Cannot Evaluate a Candidate just based on their Resume
Thursday, May 7th, 2009Its been 7 years since I’ve been actively involved in recruiting software professionals for various companies. In most places I’ve defined or helped refactor the existing recruitment process to increase our throughput without compromising on the quality.
In this post I plan to explain the second step in the recruitment process. The first and the most important step in recruitment of course is sourcing. Sourcing the right candidates is no doubt the most important thing when it comes to making your recruitment process efficient.
A good number of resumes do come in directly (company job portal, conferences, user groups, other community initiatives and so on) or through a consultant. At Directi we have a Puzzles and Case Studies section on our website and look favorably towards candidates who solve the puzzles or complete their case studies and send their solutions with their resumes. Once we get a resume, we need to make a Go or No Go decision.
We evaluate the submission first. Of course we also need to go through the resume and check the quality of projects the candidate has worked on, see if she has relevant experience, decent exposure to technology & methodology and good communication skills. Unfortunately in today’s competitive environment this is not sufficient. Following is a laundry list of steps I follow to make an informed decision:
- Google for the person’s name, see if her blog/website shows up. Its a delight to see if Google suggest shows the name. See what others have to say about the candidate through their blogs, discussions, etc. See if the candidate has any other web presence.
- Is the candidate active in the community (Local and online)? Did the candidate present at user groups and conferences?
- Does the candidate have published articles, experience reports or books?
- Has the candidate authored any products (open source or otherwise)? If yes, is it usable, what is its acceptance, what problem is it really trying to solve, compare it to competing products, etc.
- If the candidate has a blog, check what she writing on her blog. Based on her blog we can gauge her interests, her depth and breath of knowledge, communication skills, exposure, etc. Lot more informative than a resume can provide.
- I’m particularly interested to see if the candidate has solved any issues with tools, frameworks, etc and explained it well to others on her blog or mailing list or any article.
- Social Networking sites are a good source of information. For ex: if the candidate has her profile on LinkedIn, we check if she has any recommendations. LinkedIn gives you a graph of how you are connected to the candidate. This also gives some understanding of who in your connection knows the candidate.
- And so on…
Typically this gives me enough information to make an informed call about the candidate. Now we can move to the next step of our recruitment process. (Typically an intro email requesting 30 mins casual conversation.)
Quality of Experience Matters; Not Quantity
Sunday, April 19th, 2009While hiring, personally I look for the candidate’s quality of experience. Quantity (Number of years of experience) does not really matter.
As Conan rightly pointed out:
Watch out for people with “10 years” of experience … it’s sometimes 1 year of experience, repeated 10 times
In fact I would go to the extent of saying that their educational background also does not matter. (Sometimes it actually negatively impacts their impression. Someone with a CS background should at least know theoretically about different computer architectures)
The only time I look at number of years of experience is, when someone claims that they have been doing ‘x’ for ‘y’ years. And during discussions about ‘x’ related topics, its apparent that the person does not have the expected depth on the topic. Then I ask myself, “if this person does not have the required depth after spending ‘y’ years, how good is this person at picking up stuff and internalizing it?”
Of course, we need to give them the benefit of doubt. They might be working in a highly viscous environment.
