Which software engineer should you recruit to your team? What is the difference between a junior, senior and an ace software engineer? What is the expected salary, and does it worth spending it?
A crucial part of a being a senior software engineer and team leader in a software company is the hiring new personal process. This occurs when you're building up a new team for a new project, when the project expands and requires more developers, and when your need to fill in the gaps of software engineers who went seeking other adventures out of the company.
Before starting a recruiting process, we must understand who are we looking for. Support we want a full stack developer, should we hire a fresh newbie just out of the university, or a software engineer that had been out there working for 2 years? 10 years? What if we happen to encounter a superstar, should we hire him and pay the high cost?
Mixed Team
To answer this we should first examine the current situation in the existing team. A general guideline for an excellent team is to have a team that includes up to 7 employees. Most of the employees in the team should be seniors, which means they should have a good experience of at least 10 years. One or two of the employees should be juniors, with experience of 1-4 years. If you're lucky, you will also have a superstar software engineer in the team, with at least 15 years of experience and excellent analytical and performance abilities.
Why do we need such a team?
We need such a team to create maximum production while avoiding tension. The difference in the team members skills would create a sharing and teaching habit between the more experienced team members to the others. The superstar can technology guide and lead the team while tackling a huge share of the tasks himself.
Let's examine each of these typecasts.
The Junior
The junior software developer has 1-4 years of experience. The production output from this team member is expected to be very low. It might be even negative production output:
1. The team needs to invest resources in educating the junior software developer.
2. The mistakes and bugs caused by the junior cause production lost, both when fixed during the development process, and when are discovers as bugs on customer deployments.
Still there are benefits for employing a junior:
1. The need to education and information sharing in the team becomes an integral and a legit process in the everyday working process. This benefits both the juniors, but under the surface provides a benefit for the senior team members as well.
2. The payroll of a junior is low.
3. There are many juniors available in the market
4. The junior would eventually become a senior, and in case he chooses to stay in the company, it is a senior with several year of experience exactly in the development domain you need.
5. In the long term, this is the only effective method to train new software developers, that is - by experience, and as a society we should strive to create senior software developers.