Since that time, the team has worked hard to achieve incredible goals, such as working with industry leaders like Google, Yahoo, and Comcast, amongst others. On a daily basis, ShuttleCloud migrates more than 31 million emails and 3.4 million contacts for its partners.
I don’t think you would be surprised to hear that ShuttleCloud uses Slack. It has become one of the main communication tools in our daily workflow and we are very happy with it. Some people I have met lately have had some negative experiences with it and ask how we managed to use it so extensively.
At ShuttleCloud, we’ve had several openings in the past 5 years. We’ve made a lot of mistakes in all of them. As always, we try to learn from our mistakes. We take everything we do as an iterative process: try, fail, learn; try, fail, learn.
In the last opening, we’ve tried to create a hiring process we can feel proud of. Particularly, I keep complaining about the stupid processes our industry has. Namely, whiteboard programming, processes with more than 5 technical interviews, tricky questions, rude/arrogant interviewers, etc….
Below, we want to share with you what we’re doing in ShuttleCloud to hire two new software developers.
I’ve worked in enough companies and I’ve had enough managers to realize that there is a common pattern. Most companies expect people to be productive, respectful, and have a good attitude, but they don’t implement the needed actions to promote those outcomes.
The other day, I read a blog post—an extremely amusing one, in all fairness—mocking the startup world. I’m sure it has ended up on your Twitter feed; it uses a certain swear word in every line. Yup, this one.
It got me thinking, which can only mean trouble ;). Seriously, it did get me thinking: yes, there are some perks and attitudes in startups that lend themselves to mockery and some personalities who can be easily caricatured. But if I were you I wouldn’t throw the baby out with the bathwater, not just yet. Wait until you read this blog post, at least.
So, the Office Manager Wants to Become a Data Scientist, Say Whaaat?
Imagine yourself in the following situation. You know your team, their strengths and their weaknesses. You know which members need to improve and in which areas. Like most, your team is made up of a variety of people: members who are eager to learn, who read everything they find, and others who don’t, for any number of reasons.
Even when you try to remind them to spend work time learning—remember, improving is part of the job—they don’t do it. They always have too much to do and can’t find the time.