With the help of Franco, Smarta’s very own developer and tech whizz, we find out what is required from a brief to ensure a developer fulfils expectations and demands are met within the required timeline.
Internally, it’s essential a developer is always in the know and they’re kept updated with the project brief. But wait, before Franco shares his experience, make sure you check out our latest guide where you’ll discover the five simple steps to writing an easy to understand brief.
In my experience being briefed following agile methodologies is the best. By this, I mean certain processes and development frameworks like scrum! Having a 15 minutes meeting every morning with your team to know what they are doing, the issues, progress, new things to do. This keeps everybody in the loop.
Duties, no doubts about it. You must be clear about what the developer is going to do. Also they need to be introduced to key people within the company (like PM, HR, managers...) who they're likely to work with in the future. That’s always really helpful.
It depends on the company’s structure. For small companies like Smarta, a developer would be involved in the whole development process, from meeting a client to talking about what they want to have on a solution.
For big companies, the job is more limited to design and code applications only. If you get a nice boss, maybe you could get involved in some business decisions. Big companies are awesome to work for, lots of resources like training, latest technologies and equipment, a lots of people to learn from.
Getting the right developer for right project isn’t an easy task. They should look for committed developer who loves to learn, a team player and potentially a future good friend. People who gives a “this is the right one” feeling, but also meets company’s needs in terms of knowledge, and cost, someone that will fix into your team and a business' vision.
See beyond words on a CV and listen to their words and experiences. That will tell you much more about them and their professional experience. Do not push candidates with absurdly complicated tests during an interview.
Let’s be honest, getting them to solve a very complex math problem in 30 minutes code won’t tell you if they can do a proper software development. Ask reasonable questions, focus in what the company needs that is developers, not theoretical physicists.