This is the seventh blog post of a series titled Hiring for Engineering Managers. I plan to write a few posts on this topic since I'm incredibly passionate about how to hire for, and grow software engineering teams. Congratulations! The candidate has signed the offer and they'

This is the sixth blog post of a series titled Hiring for Engineering Managers. I plan to write a few posts on this topic since I'm incredibly passionate about how to hire for, and grow software engineering teams. The practice of "ghosting" candidates, i.e., not

This is the fifth blog post of a series titled Hiring for Engineering Managers. I plan to write a few posts on this topic since I'm incredibly passionate about how to hire for, and grow software engineering teams. There’s a recurring theme in this series that keeps

This is the fourth blog post of a series titled Hiring for Engineering Managers. I plan to write a few posts on this topic since I'm incredibly passionate about how to hire for, and grow software engineering teams. The old sales adage of “ABC” (Always Be Closing) applies

This is the third blog post of a series titled Hiring for Engineering Managers. I plan to write a few posts on this topic since I'm incredibly passionate about how to hire for, and grow software engineering teams. Some time ago, I started taking on the initial phone

This is the second blog post of a series titled Hiring for Engineering Managers [https://davidgomes.com/tag/hiring-for-engineering-managers/]. I plan to write a few posts on this topic since I'm incredibly passionate about how to hire for, and grow software engineering teams. The core idea behind how

Back in 2004, Google had this cryptic highway billboard sign that was trying to get people to apply to engineering positions there [https://www.npr.org/templates/story/story.php?storyId=3916173]. I still think about that every now and then... Getting creative about hiring has always been important. After