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Recruiting developers the JMMJ way
by JMMJ HR

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Recruiting developers the JMMJ way

Recruiting developers the JMMJ way

We decided to rethink recruitment to build the company we want. 

 

First, our goal is to maintain a relatively flat organization filled with tech savvy developers who are creative, independent, self-motivated, reliable, and able to work either independently or as part of a team. Keeping hierarchy to a minimum as the company scales is a key objective and will be difficult to pull off.
 
Second, there needs to be a level of fun factor in order to retain good people for years.  We need to identify people who are not only good at what they do, but who contribute positively to the work environment. We are committed to keeping JMMJ’s startup environment, but this will be difficult over the long term.    

Finally, there is the company as it is today, and the company we wish to become.  How do we hire the people who will get us there, and how do we optimize this process and make it a competitive advantage?

Hierarchical firms reward employees with promotions which moves them higher up the ladder.  For an IT firm such as ours, we feel this process is outdated, and employees who view success as moving up the corporate ladder are not useful for us.

The employees we need are those who build up their knowledge of different technologies and develop a broad range of project experience.  Developers who are always adding to their stack and are willing to take on challenging projects, these are the people who will drive JMMJ forward!

Many IT firms still hire in the traditional way by inviting job candidates in for an interview based on their CV.  Did the candidate graduate from a respected university and have some good job experience?  If so, they get invited in to talk to HR, a hiring manager, and possibly some senior technical people.  And even such trivial things such as their business attire are part of the evaluation.

So how is our recruitment process different you ask?  After some thought, we decided it doesn’t matter where you learned your coding skills.  If you went to a top-ranked university, that’s great.  Alternatively, you could have learned to code sitting in your room, a favorite coffee shop, or your mother’s basement. What is important is that you have mastered some technology and can develop projects. We try to look beyond the CV as there is more to a person than words on a page.

We are not much impressed with what you wear, your haircut, and especially, your shoes.  At JMMJ, it’s business casual every day!  During the summer, it’s shorts and t-shirts with sleeves optional.  Given that, would it not be hypocritical for us to judge you based on your wardrobe choices?

But what is an absolute necessity is a demonstration of technical ability, show a keen interest in technology, and to give us confidence that you are reliable, productive, and would get on well with the rest of the crew.

Our hiring process typically flows this way:

  1. Review of your CV and other information you provide
  2. Interview to discuss your skillset and interests
  3. Short programming task
  4. Welcome to JMMJ!

If you think you have the right stuff and JMMJ seems a good fit, visit our website and upload a CV and cover letter. Drop them off in person if you like. 

Finally if you hire on at JMMJ, be a good team player and put some Pepsis in the refrigerator if you take the last one! 

 

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