Where is the best place to recruit Ruby developers?

Hosting: Heroku: Great for small applications and getting off the ground as fast as possible. It's easy to manage and your team can focus on features instead of worrying about maintaining operations. Cloud (AWS, Rackspace, Azure): Great if you're expecting growth. You can start up instances easily and shut others down if you don't need them anymore. You still need to manage your servers, but as you grow to several servers, it'll be worth it. Inhouse: If you don't expect growth, or you have enough money to hire a few people to take care of the equipment, this is the cheapest option for computing power. I wouldn't recommend it for a new company since it takes so much maintenance. Deployment: This depends on which environment you work on. Ruby has Capistrano, Python has fabric, etc. Heroku also has their own deployment method and some other cloud providers also do. A quick google search will most likely lead you to the most popular method for your technology. Chat: My favourite is Hipchat (http://hipchat.com/). There's also Campfire (https://campfirenow.com/) and several other providers. Hipchat has a native client for each platform (even mobile) that gets really handy. Error monitoring: This is also a field with many competitors. My favourite by far would be Sentry (http://getsentry.com). There's also Airbrake (http://airbrake.io/) and HoneyBadger (https://www.honeybadger.io/). System Monitoring: This depends on what you want to monitor. The most popular in the ruby world is NewRelic (http://newrelic.com/). It monitors application and database performance. If you just want to monitor your server (cpu, memory, uptime), you can try out Server Density (http://www.serverdensity.com/).

If you're not technical yourself, then you might not be able to gauge the efficiency of a candidate's algorithms or critique her code. But there are still some higher-level, more behavioral things that a non-technical interviewer should be looking for in a strong development candidate: 1. What are some tech blogs that you follow? Explain an interesting article to me that you read from one of them. The software development world changes all the time. Best practices are constantly evolving and new libraries are regularly released which make developers more productive. If a candidate doesn't keep up with the latest software news, that might be a red flag that they're not curious or trying to improve themselves. Also, having them explain a technical concept to someone who's non-technical is a great way to gauge their communication skills. Do they seem like someone you could work with and understand easily? Do they care about pausing to make sure you understand, or do they just drone on with jargon? If you feel overwhelmed while they're explaining this answer, imagine how you'll feel when they're telling you why the product has bugs or isn't going to be done on schedule. 2. Tell me about a time you ran into a big roadblock with something you were building. How did you get past it? It's inevitable that a software developer will get tripped up or have to solve some Gordian Knot. Everyone has to bang their head against the wall from time to time. Maybe an API didn't have the data they needed or some function was running too slow and they weren't sure how to speed it up. You're looking to see how they are as a problem solver. Did they come up with a clever but hacky solution? Were they methodical or did they fly by the seat of their pants? Did they go back to the stakeholders and see if the feature's requirements were flexible? Did they work on it for hours and hours trying new things? Did they ask for help from colleagues or on the internet? No right or wrong answers here, but you want to get the sense that this isn't someone who throws up their hands when they hit some friction. 3. Tell me about your favorite project that you worked on. What work are you most proud of? By asking them about the project they're most proud of, you'll get to see what it is that they value most. Maybe one candidate is most proud of a side project they built, even if it wasn't that technically complex, while another candidate is proud of their esoteric PhD project or some specific algorithm they improved. Again, no right or wrong answers, it really depends what type of candidate you're looking for. But it lets you see into their mind a bit, and get at some of the aspects that can make someone a strong development candidate. If you want to talk more specifically about hiring for your team, I'd be happy to do a call!

I have advised a number of Clarity members on this question exactly. LinkedIn can be a great place to find your technical cofounder. I would look for someone who has been at their current company longer than 18 months and has relevant experience or interest in the problem you're looking to solve. Reaching-out "cold" can work, if you keep your message short and relevant. Here's what a technical cofounder will need to see in order to feel comfortable joining you: 1) That you can fund and/or have raised sufficient money to cover the expenses up to and past launching the first version of your product. 2) That - in their assessment - you have what it takes to raise multiple rounds of funding (if the business is reliant on VC) or that you have what it takes to successfully bootstrap the business. 3) That you are realistic or at least credible in your assessment of the opportunity and have done sufficient customer development to ensure there is a viable market for your product or service. 4) That you and the technical cofounder have sufficient personal chemistry so as to want to and be able to survive an incredibly stressful and emotionally intensive journey together. Happy to talk you through any of this in detail in a call and go into the specifics related to your location, background, and type of product or service you're looking to recruit a cofounder to.

since most get paid upon a candidates permanent offer most of the hastle comes from finding the right person. knowing how t filter helps a recruiter incrementally over time leading to repeat customers. feel free to call one of us to help you get going or guiding you through hurdles. :)

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