The Secret Recipe for Hiring DevOps Talent Part II
To the tens and tens of people that are reading this article, you might recall Part I where I explain what the DevOps Community deems attractive when considering a company to work for. Well, there’s more to talk about, hence why I’m writing this article. So here’s to Part II of The Secret Recipe for hiring baller DevOps Talent.
A More Targeted Look at DevOps Culture
DevOps is a cultural movement that changes how individuals think about their work. There are regularly new creative ways to bridge the gap between Development and Operations, incorporating diversity in work that can be accomplished. A healthy DevOps Culture supports intentional processes and workflows that accelerate the rate by which businesses realize value, and gives them an objective metric to measure the effect of social and technical change. Moreover, it’s a way of thinking and a way of working that enables individuals and organizations to create and maintain sustainable work practices that optimize their environment.
Deploy Vs Builds in Operations
Wow, I’ve heard of some stellar Operations environments that facilitate both responsibilities in Operations. Some DevOps Engineers are completely fine with deploying code into AWS, manually getting that done, but others find this task excruciatingly boring. A DevOps Engineer that hates this task will simply build the tools to deploy that code for them. Conversely, I’ve heard of horrible environments where a DevOps Engineer is Pigeon-holed to exclusively deploying code and as soon as they try to make the best of the situation by building tools to automate this task, their manager outright rejects it. Shortly after, that hiring manager is paying a staffing firm $30K to find another DevOps Engineer (I guess I can’t complain).
Ok, this is self-explanatory, but I’ve worked with a few organizations that for whatever reason, do not make it mandatory to work in the office 5 days a week. Allowing some work from home not only opens your company to DevOps Talent that have a further commute, but DevOps Engineers that currently work for your organization will have far less incentive to look for another position. Not to mention, working from home can help save an organization money. On multiple occasions, I’ve had candidates ask for significant salary increases, well over $15K, to take interest in another company that doesn’t provide remote flexibility, just to compensate for the commute. Conversely, I’ve seen DevOps Engineers relax their salary expectations due to that remote flexibility a company provides. So, Hiring Manager, do you really want to pay $15-20K more a year just to keep your DevOps Engineers in the office 5 days a week only to lose that talent when they find another company that offers work from home and some sort of a salary increase? Like I said, self-explanatory. Give a DevOps Engineer a MacBook and let them build out your greenfield environment from home and in the office!
So that’s all I’ve got for now. I hope me expounding more on what’s important to the DevOps community is useful information for your organization as you continue to investigate how you can optimize your environment. As for the DevOps community, I’d encourage you to evaluate your current organization to see if your DevOps Culture is at the level that you want it to be. But let’s be real, if it isn’t, you’re probably looking at the job boards or doing what you can to better your environment. And if you’re looking at other opportunities, feel free to contact me directly or connect with me over LinkedIn.