Howdy, I’m John. I am an iOS developer and consultant based in Minneapolis. I have built mobile apps for more than ten years at places like Evernote, Homeaway, Prevent Biometrics, and several startup companies.
I have experience on both sides of the hiring process. As a job candidate, I have been through the recruiting processes many times at large companies, small companies, startup companies, and humungous companies. I have also been on the hiring side, screening and interviewing app developer candidates.
I enjoy helping developers find great places to work. I am the author of Conquering Your Engineering Internship and A Developer's Guide to Job Offers, and an occasional contributor to the Business of Software Blog.
I write a lot about careers. Experienced developers know that who you work for has a huge impact on the quality of life. So does who you work with. It’s important to your mental health to work for someone you respect and who also respects you.
Employers know that who you hire has huge impact on the quality of your products, and your speed in shipping them. Both managers and developers use the hiring process to choose who they spend 40 hours per week with.
I’m not a recruiter.If you’re looking for someone who can send lots of messages and bring you a pile of resumes, I’m not the guy. If you’re looking to improve how you attract, screen, and hire candidates, I can help you.
If you need help hiring iPhone developers, you can reach me at john@hireAppDeveloper.org
Interviewing and screening iOS developers, especially senior iOS developers, is a difficult project. You and your employees will spend hundreds of hours screening and interviewing candidates. Unless your team already has iOS development experience, effective screening is unlikely. App development isn't the same as web development.
Businesses run in to trouble when they use upper-level management, or other kinds of developers to review code challenges or interview iPhone developers. In those cases, the process often breaks down to a question of if the candidate seems smart and has a good resume. Intelligence isn't enough to build an app. They need to know how to build a quality app.
Where I have often seen businesses run into trouble is that they have a manager (or an engineer familiar with another field) interview the candidates. The candidate seems smart, or has a great resume. But nobody has checked to see if they're aware of how to handle Swift optionals without crashing the app. Nobody's looked if they know how to avoid retain cycles, how to update the UI from a background thread, or how to use autolayout to build a dynamic user interface.
The developer you hire will have a long-term impact on your company. The developer may work at your company for years. Or they might not work out. You may have to fire the developer and repeat the hiring process. The quality of the system you set up to hire an app developer will have consequences in your business for years to come. If you set up a great system for hiring app developers, you’ll reap the benefits of a great developer for years to come.
Invest a little time before you hire so that you give your app the best chance of success.