I have two approaches, one is hiring on a day rate with a view to convert. The day rate contract provides a lot more flexibility if things don't work out. Though I've only parted ways with a single digit percentage of such hires in the last 10 years.
The second approach is hiring junior/mid level's and mentoring them into the senior roles. It takes a little longer, but the hours of mentoring are a much more effective use of my time than interviewing hundreds of candidates in my experience.
I've been out of the game for 2 years, so I can only imagine with LLM assisted coding my second option would be even faster.
All that's predicated on test driven development to minimise the load on seniors for peer reviews.
I have two approaches, one is hiring on a day rate with a view to convert. The day rate contract provides a lot more flexibility if things don't work out. Though I've only parted ways with a single digit percentage of such hires in the last 10 years.
The second approach is hiring junior/mid level's and mentoring them into the senior roles. It takes a little longer, but the hours of mentoring are a much more effective use of my time than interviewing hundreds of candidates in my experience.
I've been out of the game for 2 years, so I can only imagine with LLM assisted coding my second option would be even faster.
All that's predicated on test driven development to minimise the load on seniors for peer reviews.
[flagged]