Currently, there’s a lot of interest in the Angular framework from companies and developers – as can be seen on sites like Upwork, where demand for Angular positions is high.
Recruitment
The first step obviously is finding someone who understands the framework and knows what he or she is doing. The easiest way for most companies seems to be using job boards such as Monster or LinkedIn or just asking friends and colleagues if they know anyone who works with Angular.
Once you’ve found a few candidates and shortlisted them, the next step is to schedule some interviews on Skype or Google Hangouts. It might be worth setting up an automatic reminder on your calendar 3-4 days before the interview so that you won’t forget.
Interview Format
Don’t make it too formal – keep it relaxed and fun! A quick screen-sharing session where you can see their code through the browser is a good idea. Ask them about previous projects they’ve worked on, ask them to show off some cool things they’ve built, if they have any online presence, then check out their work there as well (e.g., GitHub).
If the interview goes well, make an offer – but only if you are 100% convinced that they are the right fit.
It might be a good idea to have a quick checklist of things to check before hiring an Angular developer:
- Do they have any special talents that will help your company, e.g., iOS development or experience working with other frameworks?
- How long do they think it’ll take them to learn the application you want to be built? Can they provide examples from previous projects where they’ve done something similar?
- Have they worked with real-time technologies such as Socket.io or Firebase?
- If you’re looking for an experienced Angular developer – does the person have at least one year of commercial experience with it? Although there are people out there who’ve been using it in personal projects for a lot longer than that, you need to understand that this might be the first time they’re actually using Angular in a production environment with real users.
- If they don’t have any commercial experience – will they be willing to put in extra hours for a couple of weeks to gain some initial knowledge and learn the ropes?
The most important thing is not to rush it – if you jump too quickly at an attractive-sounding candidate, you could end up making a costly mistake. For example, if their skill level doesn’t match your requirements or their attitude isn’t what you were looking for, then it’s going to cost you time and money (the latter being an even greater concern if you need them to be on-site).
Be judicious when choosing the people who are going to work on your Angular project. Following these guidelines will help you find people with the right attitude and experience, allowing you to rest easy knowing that they’ll get the job done quickly and efficiently.
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