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How to recruit a good Ruby on Rails developer?
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How to recruit a good Ruby on Rails developer?

One of the most useful programming tools available to your developers is likely to be Ruby. Created in 1993 by Yukihiro “Matz” Matsumoto, this dynamic programming language has its roots in Perl and is most often used in conjunction with the Ruby on Rails framework.

Developers use Ruby on Rails to code the back end of mobile apps and desktop web apps. As an open-source platform, it comes with a large community of users to discuss issues, fix bugs, and generally keep it running smoothly. Companies can quickly build and deploy applications and provide ongoing services.

The challenge facing both CTOs and HR managers is recruiting Ruby experts. Unlike Java or C#, fewer developers specialize in this language, although many are familiar with Ruby on Rails.

Here are some best practices Ideamotive recommends using while hiring:

Ruby on Rails developer requirements

The solution to the question “How to hire Ruby on Rails developers?” should start with the recognition of goals. Applicants must understand the requirements set by the employer. This is a kind of filter for weeding out inexperienced or low-quality specialists. Typically, the key requirements include a list of desired skills and experience. However, the employer can negotiate special conditions related to the appearance or work schedule. All information should give a clear idea of ​​the desired candidate. However, according to statistics, 78% of job seekers ignore the strict requirements and apply for the job, despite minor or even significant non-compliance.

In fact, finding a ROR developer that meets all the established requirements is a great success. As a rule, employers are too demanding in their search, as they need a multifunctional professional who can cope with any task. Most applicants do not have any skills or qualifications, but should not be abandoned right away. Patience and willingness to compromise are the hallmarks of a good employer.

Setting requirements is half the battle. Hiring a Ruby on Rails developer means not only demanding, but also offering. So, in order to attract job seekers, your job description should include not only the features and requirements but also the benefits that you can offer.

What level of experience do you need?

Junior Ruby on Rails Developer

Junior RoR developers usually have 0 to 1-year programming language experience and should have a decent knowledge of web frameworks and MVC architecture.

Mid-level Ruby on Rails developer

At this level, 1 to 3 years of experience with Ruby on Rails or other MVC-based web frameworks is expected.

Senior Ruby on Rails Developer

Senior RoR developers typically have 5 years of development experience and extensive knowledge of Ruby on Rails. They must demonstrate clear experience with the framework and may have acted as the lead Ruby on Rails developer in a past project.

One developer or team

  • Will the new developer integrate well with the existing team?
  • Does one of the team members naturally take on the leadership role?
  • What kind of communication do they prefer?
  • How does this team come together and what is their typical workflow?
  • Does the developer have experience with any Ruby on Rails development company?

English proficiency

  • What level of English does a developer need to communicate with teammates?
  • Will they be able to convey complex technical ideas in English?

Knowledge level and qualifications

  • What do they know about Ruby on Rails programming?
  • What evidence can they show you to demonstrate their knowledge?
  • Determine your required qualifications.
  • Define your qualifications, which are nice to have.
  • Does a Ruby on Rails web developer have a complete understanding of MVC architecture?

Experience and companies

  • What companies have they worked with in the past, and were any of them dedicated to Ruby on Rails companies?
  • Do they have direct experience with Ruby on Rails?
  • What notable projects have they worked on in the past in the development of Ruby on Rails applications?

Development process and skills

  • What is their typical development process?
  • How well do they solve problems?
  • Can they build websites and apps efficiently with RoR?
  • What technologies and frameworks would you like a developer to have?

Milestones and flexibility

  • Can the developer follow the regular milestones to ensure they are still on the right track?
  • How will they be held accountable?
  • How flexible is their schedule?
  • How flexible are they in their approach to coding, and how flexible and adaptable are they?

Reliability

  • How reliable are they?
  • What do past employers and testimonials say about them?

Attitude and way of thinking

  • Are they open to your needs, specifications, and expectations?
  • Do they have a positive attitude throughout the interview?
  • Can they mentor and guide new players to the team?

Culture compliance

  • Do they fit the culture of your organization?
  • Do they share the values ​​that are important to your organization?
  • Will they work well with your existing team members?

Hiring options

You can hire your own developer, freelancer, or Ruby on Rails development company. All options require clarity of purpose from the start.

In-house developers

They only focus on your project. The full-time programmer offers complete flexibility. You can assign any task you want whenever you want.

Managing your own Ruby developer is much more convenient. If you are using Agile, the alignment of tasks will be subtle. You can also communicate without silos. Face-to-face interaction ensures that the RoR developer understands your idea.

Freelance Ruby on Rails programmer

A cheaper alternative to in-house developers is a freelancer. You have to pay for fixed hours. This includes whatever task you want them to do.

Freelancers are available everywhere. You can hire a remote Rails developer and save yourself the hassle of keeping an employee. You also have a Ruby on Rails development team with the right skill set to choose from.

Ruby on Rails development company

If you need to hire a development team, this is your best bet. A Ruby web development company acts as your IT partner. It provides you with a team of Rails programmers.

You can hire monthly, hourly, or at a fixed price. This allows your Ruby on Rails development team to scale. You don’t have to worry about maintaining a team. The service provider bears all costs and expenses. Ruby developers with a variety of skill sets are available. This is the best choice when developing web applications.

Know the job

Knowing the day-to-day work of Ruby on Rails developers is key to finding and hiring the very best and talented.

  • Speak in jargon. In your recruiting research, you’ve no doubt come across terms like Sinatra, gems, and truthy. Make sure that this vocabulary rolls off the tongue easily so you can truly get a feel for your candidate’s experience and capabilities.
  • Encourage collaboration. The ideal Ruby on Rails developer will understand that they don’t write code in silos. They are part of a larger team that is involved in developing the company’s overall product development roadmap. Your future employee will appreciate both the internal and external aspects of the business.
  • Give them room. Your typical Ruby on Rails engineer will be hard at work on new features. While they can appear quickly, the discerning manager knows that developers may need a breather to create a premium product. Recognize this directly with your candidate and you’ll be one step closer to winning their loyalty.

Test their skills

Clearly, Ruby expertise is at the top of your list of developer skills. This includes the most recent updates to the Rails language and platform itself (or whatever platform you use). But not everyone has this level of knowledge. You run the risk of losing sight of your next great developer if you stick with it, which may be an unreasonable standard. How versatile are they for other languages ​​and frameworks? Likewise, don’t reject a candidate who knows Ruby but doesn’t know Rails. In fact, they can have a deeper understanding of the language itself.

Generally speaking, if your candidate is just starting their career, real-world experience is much more valuable than certifications. Yes, some developers may have Ruby Association certifications on their resumes, but that doesn’t give you a real idea of ​​their connection to the wider community or their experience working in the trenches on large projects. Better to know that they have worked on open source projects, spent time actively posting on Ruby forums, or mentoring other programmers.

Regardless of their level of expertise, your process should be the same:

go through their resume➡️conduct an interview➡️do a test piece of work. 

Dive into their knowledge of Rails, thin models and controllers, thick services, and testing protocols like rspec and minitest. More on that below!

Tips for a successful technical interview

There are several tips on how to hire a Ruby on Rails developer to help you prepare well for your interview and create a comfortable environment for the candidate. Here are three top tips from Ruby on Rails development companies:

Explain your corporate culture during your interview

The importance of corporate culture should not be underestimated. Try to convey the values ​​of your organization throughout the interview. Candidates tend to make hiring decisions based on the values ​​the business demonstrates, so it’s important to mention them during the interview. Also, if you need an employee who understands your brand and fits in with your team, it is in your best interest to pay particular attention to communicating your corporate culture.

Find out about the candidate and ask specific questions

Examine the interviewee’s resume, experience, and education to better understand where the candidate might fit into your organization. Knowing the candidate’s background and work experience at Ruby on Rails development companies will also help you ask intentional and specific questions without going long distances.

Make sure the candidate understands the role

During the interview, discuss the responsibilities and expectations of the position to make sure the candidate has the right impression. Give your people time to ask questions about the role so that they are clear about what is at stake and what Ruby on Rails development services are required.

Find out what they want

Simply put, RoR developers want the freedom to do exceptional work. Good software, like good food, takes time. While Ruby can help developers work faster, your team will be happier when you demonstrate commitment to the process, not just the product.

They also need the flexibility to develop test-driven software that uses pair programming. This approach may cost a little more, but it enables knowledge sharing, which often results in a better product.

Go to online forums

The online community that supports Ruby on Rails users is passionate and knowledgeable enough that framework founder David Heinemeier Hansson continues to host and contribute to its official forum. Other popular portals are MetaRuby, Ruby-Forum, and Stack Overflow

Conclusion

In this article, we tried to answer the question of how to hire decent Ruby on Rails developers. By and large, this process is no different from the usual recruitment procedure. That being said, it is better to have a technical consultant to prepare requirements and test candidates. Be patient and the best candidate will be found.

On the other hand, the whole process looks tedious and time-consuming. Especially when it comes to hiring an entirely new team for your project, not just one or two engineers. Lack of recruiting experience and technological expertise can lead to hiring people who are culture and skill-specific for your company. Which is quite expensive. So if you are starting your own business or do not have someone to help you with recruiting issues, it is better to look for already formed groups of engineers.

Fortunately, today you can choose from a variety of options based on technology, price, and/or location. When choosing, pay attention to the company profile and case studies: what products did they create, and reviews of them. Try to contact the founders of companies who have already experienced the services of this development company – any feedback or recommendations can help you decide.

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