Top 5 JavaScript Meetups in San Francisco (April 2019)

San Francisco is packed with Tech Meetups offering weekly, monthly and yearly events for thousands of people. This month, there are plenty of conferences and how-tos happening for JavaScript in the city:

1. #PerfMatters Conference 2019

Who:

The SF JavaScript Meetup (13,300+ Members)

When:

9:00AM Tuesday, April 2nd – 5:00PM Wednesday, April 3rd 2019

What:

A two-day conference focused on community-oriented web performance. “Topics include performant, JS, CSS, HTTP2, PWAs, and Service Workers, WebAssembly, performance budgets and cultural aspects of software development.”

Where:

Cañada College Theater, Redwood City

2. SFNode Meetup at Capital One

Who:

SFNode (4100+ Members)

When:

Thursday, April 4th 2019 6:30PM-9:00PM

What:

“Thomas Hunter II starts off Real World Attacks in the npm Ecosystem. Then we’ll learn about Building VSCode Extensions with TypeScript by Erick Wendel.”

Where:

Capital One. 5th Floor, 201 3rd Street, San Francisco, CA. 

3. Oakland.js

Who:

East Bay JavaScript (3100+ Members)

When:

Wednesday April 3rd, 2019 (every Wednesday); 5:30PM- 8:30PM

What:

“A weekly, free + public hangout for JavaScript enthusiasts that happens in Oakland, CA. No presentations, RSVPs or startup pitches/overt recruiting allowed. Just show up and talk, learn and hack!”

Where:

Lost & Found. 2040 Telegraph Ave, Oakland CA. (1 Block from the 19th street BART Station)

4. Women’s JavaScript Study Group

 

Who:

Women Who Code SF (12,400+ Members)

When:

Tuesday, April 2nd 2019; 6:30PM- 8:30PM

What:

“We’re a group of women who want to learn JavaScript together. We welcome people of all levels. Beginners are especially encouraged. You move at your own pace in this group, so it doesn’t matter if you are a fast or slow learner, or if you attend every week. (You can use any study materials, or work on personal side projects. Whatever you prefer to learn).

Where:

Mixpanel. 405 Howard Street, San Francisco CA.

5. Building Your First JavaScript Game in the Browser

Who:

Learn Web Development @ Rithm (1900+ Members)

When:

Tuesday, April 9th 2019; 6:30PM- 8:00PM

What:

“Interested in learning some JavaScript and seeing how it works together with HTML? Want to build a game that you can play from the comfort of your very own web browser? Then come to Rithm for a night of introductory JavaScript! At this event, we’ll use JavaScript to build a basic tic-tac-toe game in the browser. Along the way, we’ll talk about functions, if statements, and loops. We’ll also learn how JavaScript interacts with a webpage via the use of event handlers and DOM API.”

Note: To guarantee a seat, RSVP on Eventbrite.

Where:

Rithm School. 3rd Floor, Suite 300. 500 Sansome, San Francisco, CA.

The post Top 5 JavaScript Meetups in San Francisco (April 2019) appeared first on Elevano.

source https://www.elevano.com/top-5-javascript-meetups-in-san-francisco-april-2019/

How to Find the Best Tech Placement Companies

There are tens of thousands of recruiting firms around the United States. So how do you know which one can best help with your staffing needs? How do you know if you should even work with a recruiting agency? At Elevano, we know that the decision to use a 3rd party to help with your tech placements is a tough one. Using external recruiters means additional paperwork and money, after all. But it often also means less time and energy spent on finding the perfect candidate for your technical roles. To find the best agency for your staffing needs, you need to factor in the regions they service, their areas of expertise, and also take a look at the calibre or type of clients they’ve previously worked with. These are some of many factors that hiring managers or HR should think about when deciding on a tech recruitment company. Here they are in detail:

Location

If you’re looking to fill a technical role, then chances are, you’re located in, or are close to a major city in the U.S. Why do we say that? Because tech companies (and other companies utilizing technical staff) tend to concentrate in urban hubs. Take the Bay Area, Seattle, and New York, for instance. As a result, your first instinct may be to look into companies located close to you. If it’s your first time working with outside staffing firms, then this makes sense. But if not, you’ll know that the best tech placement or recruitment services don’t have to be located geographically close to you. Subsequently, it’s important to consider recruiting/ placement agencies that aren’t in your neck of the woods. Not every recruiting agency can be located in tech-heavy cities, and they know that! But every good technical recruiting agency in the country should know where the most-serviced regions for tech placements are in the U.S. As a result, it’s highly likely that no matter where they’re located in the country, they’ve worked with companies in your region before.

Look at us, for example. Although Elevano is based in Orange County (Southern California), the vast majority of our jobs aren’t in Southern California. That’s because our clients are located with likeminded companies in those tech hubs mentioned above. We predominantly service the Bay Area, as well as Seattle, New York and Boston. If companies stuck to local recruiting agencies, we wouldn’t be as successful as we are today. We probably wouldn’t even be able to stay in business if that was the case! This is a common story for most recruiting agencies who operate outside of major tech hubs. Therefore, when deciding on which agency to work with, remember that location doesn’t mean everything! In fact, the best recruitment agency for your needs might not be physically close to your company, but fortunately, it’s only a Google search away!

Expertise

The types of roles that a tech recruitment company fills is not exactly a secret. But their specific areas of expertise might not be as clear. At Elevano, we outline our areas of experience and speciality on our website. These include:

• JavaScript
• Creative
• Product and Delivery
• Data and Analytics
• DevOps

Be sure that when choosing an agency, they specialize in the exact role you’re looking for. Not all tech recruiting agencies specialize in all (or the same) areas. There might be some overlap, but some agencies might have better candidate pools for specific roles, for example. Similarly, there may be too much/too little demand for particular job types. As a result, the availability of specialist recruiters may differ from agency to agency. Expertise should factor in greatly in your search to find a recruitment agency that works for you. Do your research, contact the agencies if you need to, and make sure that they’ll be able to fill the exact roles you’re looking for.

Existing/ Previous Clients

To get a better sense of the types of roles an agency has filled before, and the sort of companies they have experience working with: check out their client list! If it’s not available, then, don’t be afraid to ask for a copy, as well as references or testimonials. It’ll help inform your decision on whether or not this is the right company to work with. It’s also useful to find out if the agency has worked with similar companies to yours in the past.

Some Other Things…

Other factors to think about are whether the agreement with this agency is one-off or ongoing/long-term. As a result, you’ll need to know your budget for external agencies. Can you afford to pay per candidate, or will you set up an agreement for ongoing talent? These are important things you need to know before signing an agreement. Depending on this financial situation, you may also narrow down your choice of agencies. Keep in mind that most contingent recruiters charge 20% of their candidates’ base salary.

Trust Your Instincts

With the thousands of recruitment/placement agencies out there, it’s easy to get caught up in the slew of recruiters looking to secure you as a client. That certainly gives you the upper hand: you can be choosy about the agency you go with. But being spoiled for choice means you need to do your research, too. Use the above factors of location, expertise and previous clients to help guide your search. Remember, these agencies can only operate with your business. They might all blur into one at some point in your search, but there’s one out there that’s the perfect fit for your hiring needs.

So our final advice to you is to trust your instincts.

The post How to Find the Best Tech Placement Companies appeared first on Elevano.

source https://www.elevano.com/how-to-find-the-best-tech-placement-companies/

Guide To Find the Best Data Engineer Jobs

Data engineers are known to be in great demand these days and that too for all the right reasons. Data engineers are considered to be an important part of the big data revolution. Date engineers are the ones who are required not only to build but also to test and manage all the growing data architecture systems. If you are trying to find the best data engineer jobs for yourself, you can consider taking help from this guide outlined below.

Guide To Follow:

Here are some important pointers that can help you to find the best data engineer jobs for yourself. 

1. You can ask your colleagues or peers for suggestions. You can ask them about the recruitment firms that they would prefer. In fact, you can ask the ones who have already worked or is currently working with one. This will give you a pretty good idea about the firms that you should lay your focus on.
2. You can also check the various job sites as well. Job sites like monster.com and Jobstreet are some of the best places to look. You can look for roles that suit you the best on these job boards. However, you should first check the name of the company and what kind of opportunity are they providing. Not only that but you should also check if the description of the job is clear and well-written or not.
3. When selecting the right firm you should first check whether the firm is a generalist or a specialist. Specialist firms are known to have better relations with their clients. Also, this type of firm can present you better than a generalist one. Other than that a specialist firm also provides you with a better scope in the industry than a generalist firm.
4. You should also check the website of the firm that you are planning to join. This will give you a better idea about the firm that whether it is a big corporate firm or just a start-up. However, it completely depends on you whether you want to work with a corporate giant or join in a small firm.
5. You should also check the LinkedIn page and other social media pages of the firm. This will help you to know whether the firm posts interesting content on their page or not. You will also get an idea about how strong their online presence is. All this may help a prospective candidate like you.
6. You also need to find out how long the firm has been in the field and what previous clients have to say about them. The main thing that you need to judge here is whether the firm has a good reputation or not. Firms that have been around for years are generally industry leaders.

With these handy points, you can easily get yourself a data engineer job out there. If you think you have the potential then look for a good firm today.

Original Source: http://www.educationviews.org/guide-to-find-the-best-data-engineer-jobs/

10 Useful Facts About Full Stack Development

To those unfamiliar with Full-Stack Development, the title might confuse people. After all, isn’t there supposed to be a clear (but fine) line between front and back-end developers? For developers purely focused on either the client or server side, this mindset is typical. But full-stack developers demonstrate otherwise. Capable of performing roles on both the front and back-end, full-stack developers are arguably some of the tech industry’s most-wanted professionals.

1. What Makes A Full-Stack Developer Different Than Front-End Development and Back-End Development?

Most developers are either used to working in front-end or back-end development to make sure that codes for an app or site work together. Think of front-end developers as the actors you see on set, while the back-end developers are producers behind the scenes. While the front-end developers are coding using HTML, CSS, and Javascript, the back-end developers are working with languages such as Python, Ruby, PHP, and many more. Different languages, different projects, different goals. It’s easy to see why the thought of full stack developers tackling both front and back-end tasks confuses some! 

2. What Full-Stack Developers Exactly Do

We know that a full-stack developer is one who can perform both front-end and back-end development. In other words, they know every layer of design of a system. What does this look like? Well, it’s quite literally someone whose skillset and knowledge combines that of both client-side and server-side developers. This means that full-stack developers know how to build with JavaScript, HTML, and CSS. In addition, they also know languages such as Python, Ruby, PHP, and more. Subsequently, full stack developers are able to develop complex applications. This is because they are familiar with all architectures of a web application. By comparison, either front or back end developers are experts in their own stack, and are possibly familiar with the other side of web development, but not proficient. It might seem like a lot to know, but for developers who can do both ends of web development, it’s easy to switch between the front and back end when working on projects. This versatility appeals to many hiring managers (especially startups or smaller companies) who need highly skilled and capable developers. 

3. You Can Become A Full-Stack Developer With Your Current Skill Sets

If you’re looking to advance in your career, there are numerous programs that can assist in your transition to full-stack development. Moving into full-stack development doesn’t have to be daunting. Current back-end developers looking to transition to full-stack development may want to master JavaScript, for example. 70% of respondents in Full Stack Academy’s 2018 Developer Survey reported that JavaScript is the language they use and has been ranked the most popular language among developers for the 6th year in a row. On the other side, front-end developers may want to expand their skill sets by learning Python, as it’s the most user-friendly programming language and is known for its versatility.  This diagram shows the most common technologies you would need for various roles:

Multidots

4. There is Huge Demand for Full-Stack Developers

It’s no surprise that full-stack developers are in high demand. As already mentioned, they’re the gold standard of developers to many hiring managers because they offer the expertise and talents of two developers, for the salary of one. (Granted, full stack developers aren’t a bargain: they’re paid competitively). There are many full-stack developers out there, they often become a needle in a haystack to find when hiring managers are shuffling through applications. Companies scour through applications to find top talent in web development. There are plenty of web developers, but true full stack developers are harder to find. Companies scour through applications to find top talent and you will easily stand out if you know full-stack development. This is because companies are looking for employees who bring versatility and promise greater efficiency. They want someone who can multitask and save their company money by investing in someone who can perform both web development jobs! At Elevano, we’ve realized this. That’s why we aim to help companies find the perfect developer to get the job done.

5. The Salary For Full-Stack Developers Is High and Will Most Likely Increase

As a result of the high demand for full-stack developers, average salaries are increasing too. Indeed lists the average annual salary of a full stack-developer at an impressive $113,545. Remember, this average is not indicative of experience level or expertise, so it’s very likely that the most qualified full stack developers will earn more. In addition, this number will very likely grow as web development is key in almost all companies. If you’re looking to grow within your field, Elevano can help inform your transition to full-stack development! 

6. There’s a Debate on the Efficiency of Full-Stack Development

Surprisingly enough, there is a heated debate on Full-Stack Development. It’s like the argument on whether you should know a lot about one thing, or a little about everything. While many agree that mastering the skill of being able to work both front-end and back-end shows that full-stack developers can make a prototype design quickly due to their wide range of techniques. It is believed that they may also be more engaged while working on the project as they’re in control of full stackability. On the other hand, some argue that full-stack developers may have multiple skills, but not as in-depth as either front or back end developers alone. 

7. Full-Stack Developers Stand Out to Startups

As technology is clearly the future, so are the growth of startups. Startups are great to work for as employees tend to be valued at a higher level, receive equity, and have more room for growth as the company grows. The race to join the next promising startup is intense. To get to the finish line, startups are increasingly looking for full stack developers. 

“Designers make products look beautiful, where full stack designers solve the whole problem.”

– Kyle Wong, CEO of Pixlee

Wong also expressed that having a full-stack developer from the beginning of Pixlee helped in assisting not just the building of the system itself, but also the overall aspect of the company.

Ran Segall, the co- founder at The nuSchool

8. There is a Difference Between a Full-Stack Developer and Full-Stack Engineer

It is important to note that there is a difference between a full-stack developer and a full-stack engineer. The full-stack engineer has the skill set of full-stack developers and also has experience with project management. This involves configuring, managing, and maintaining computer networks and systems. They are also essentially the voice of the product and work with multiple teams throughout the company.

9. The Need for Full-Stack Developers Are Projected to Steadily Increase

As mentioned before, companies are continuously seeking full-stack engineers and developers as a whole. According to the Bureau of Labor Statistics, the employment of developers is projected to rise up to 24 percent by 2024. As this is a higher than average projection, it is definitely worth a developer to invest in the time to further expand their skill sets. With Evan Data Groups’ projection of there being 27.7 million developers by the 2023, competition is bound to rise as well.

10. Full-Stack Developers Are Finding They’re Passionate About Both Ends

Many full-stack developers may have strictly studied writing code in college or how to create flashy animations that front-end developers thrive in. However, many developers are learning that they enjoy both as they practice both sides. Mike, a full-stack developer at Vitamin T, first studied engineering but quickly learned he wanted to master both sides of development. After studying C, C++, and Java, he wanted more as he quickly realized that “getting the pretty colors and getting flashy things to come together nicely (and quickly) is more appealing to me than doing the back end stuff….And now I’m oscillating madly between the two”. Like Mike, it’s never too late to learn the other side as you may learn that you are passionate about both!

The post 10 Useful Facts About Full Stack Development appeared first on Elevano.

source https://www.elevano.com/10-useful-facts-about-full-stack-development/

Top 5 Tips for Recruiting Tech Talent in Competitive Areas

It’s no secret: jobs in the tech industry are high in demand. Because of this, employers are willing to pay competitive salaries to secure the very best. For recruiters, though, this means increased competition to close top talent. Why? The pool of qualified candidates isn’t a big one. As a result, it’s likely that active job seekers are already in talks with companies and possibly, other recruiting agencies. Fortunately, tech recruiters aren’t at a complete disadvantage when it comes to recruiting top talent. Here are five of our best tips for recruiting tech talent in competitive areas.

1. Identify the Competitive Areas

Most other industries are spread fairly evenly across the United States. But companies in the tech space tend to gather in highly-concentrated clusters. That’s why the Bay Area is likely one of the first regions you think of when it comes to competitive areas for tech recruitment. San Francisco and San Jose, for example, rank #1 and #3 respectively as the United States’ most competitive cities for job seekers. This makes it an excellent area for both internal and third party recruiters to target. An agency recruiting for multiple industries may therefore benefit from a dedicated team of technical recruiters to understand how (and where) to find candidates.  This is hardly news to recruiters, though. You can’t compete with other agencies if you don’t have a team of specialists for the tech industry. It’s these tech recruiting experts who already know the most competitive areas in their industry.

2. Understand Your Candidate’s Expertise

To be competitive, technical recruiters need to understand the requirements (including necessary or relevant skills and experience) of the roles they’re working on. You don’t need to be as qualified as your candidates to use technical jargon. However, you should be comfortable reading technical job descriptions and using the right language when speaking to hiring managers and job seekers. Without this familiarity, technical recruiters appear less knowledgable and therefore less competent than their competitors. This means that if you don’t speak your candidates’ (or clients’) language, you could easily lose them to another agency.

The solution is simple: do your research. Recruiters who take the time to familiarize themselves with the technical terms their candidates use have a better chance of retaining those candidates. Firstly, you should know the difference between front end, back end and full stack developers. Secondly, you should understand why developers are not the same as programmers. Finally, you should familiarize yourself with popular programming languages and any associated frameworks. An understanding of these terms and their meanings, even at a high level, means that you can engage in thoughtful and productive conversations with potential and existing candidates.

3. Understand Your Candidate’s Job Search

Not all candidates are active. In fact at Elevano, almost 90% of our candidates are only passively looking for new job opportunities when we reach out to them. We’re also more likely to close these candidates. Why? Because they’re not the same candidates who:

• Are already applying to job boards
• Might already have interviews lined up
• Could be working with other recruiters

Passive candidates are those who are open to new opportunities if and when the right one arises. Because of that, they’re the hardest candidates to acquire. They need more convincing than active candidates. Remember, they’re only looking to move jobs if it offers something more than their current job. For example: a shorter commute, a better work culture/environment and quite often: more pay. If recruiters succeed in selling a job opportunity, they likely won’t have to worry about competing with a slew of other job offers or opportunities.

Knowing the difference between active and passive candidates means a better use of your resources (time and effort) to fill roles. As a result, understanding candidates’ job searches gives recruiters a competitive edge in helping them fill clients’ roles. Of course, this isn’t to say that all candidates with multiple job opportunities should be ignored by recruiters. Instead, recruiters should make sure they’re also targeting potential candidates who aren’t actively job searching.

4. Make an Impression

Why should candidates choose your recruiting agency over others’? The types of clients you work with is always an important deciding factor for candidates, but the nature of the recruiters (and the strategy you use) also leaves an impression. Look at how you reach out to candidates: sometimes, LinkedIn’s InMail, e-mails and cold calls aren’t always enough, or effective. As recruiters in an industry known for its constant growth and innovation, why not shake up your outreach strategy?! Look at other ways you can engage new candidates: try different platforms, for instance, or update your copy.

This requires more of your time. But by researching potential candidates’ skills and experience (including their work and education history), you can refresh your LinkedIn and email copy. This is useful in personalizing your candidate outreach in a way that sets your messages apart from the countless other InMails, emails and voicemails that other recruiters are leaving. It might take 5-10 minutes out of your day to browse a LinkedIn profile, but in that time, you can gather information on where a candidate lived, studied or worked. This is all useful in establishing common ground between you and candidates. It helps to leave a better impression. In a competitive industry, making sure top talent remembers your name or agency is everything.

Similarly, leaving an impression, even on potential candidates, can lead to more awareness of your services. As a technical recruiter, you’re working on competitive roles. If you establish a good relationship with a candidate, chances are, they have friends or colleagues in their network they can refer you to. If you think word of mouth can drive more interest to your agency, consider a referral program. Who doesn’t love free money? Offer cash incentives for all referred candidates you close.

5. Establish an Online (Social Media) presence

Keep in mind that your candidates (and clients) are normal people, with normal interests. It’s likely that both current and potential candidates use some form of social media. Recruiting agencies who create and share content regularly have the opportunity to reach candidates in a different way to those who only rely on cold emailing or calling. Your social media copy is different to the ones you might use on email, or even via InMail. Targeting your content to a specific audience means that you can reach candidates from specific backgrounds, age ranges, locations etc.

Conclusion

To stay afloat in the competitive areas of this industry, you need to do recruiting differently. This means developing a strategy that differs from the rest. Reach out to candidates differently, understand their job search and generate interest in your agency online and via social media. 

The post Top 5 Tips for Recruiting Tech Talent in Competitive Areas appeared first on Elevano.

source https://www.elevano.com/top-5-tips-for-recruiting-tech-talent-in-competitive-areas/

Top 5 DevOps Meetups in San Francisco March 2019

San Francisco is packed with Tech Meetups offering weekly, monthly and yearly events for thousands of people. This month, there are plenty of talks and webinars happening for DevOps in the city:

1. Building Cost Visibility For Your Kubernetes Clusters

Who:

SF DevOps (2600+ Members)

When:

Wednesday, March 20th 2019; 1:00PM – 1:30PM

What:

“This session will walk the user through open source tools and techniques on how to solve this problem and accurately attribute costs in a Kubernetes cluster.”

Where:

Webinar via Zoom

2. Production on Fire Series: Migrate Those Ingress Controllers First

Who:

DevOps Meetup – San Francisco (500+ Members)

When:

Tuesday, March 19th 2019; 4:30PM – 5:00PM

What:

The first in an on-going series (every other Tuesday) featuring guests talking “about their production outages, incidence response, postmortem analysis, as well as lessons learned from the production disruption”. Presented by Marcel D. Juhnke.

Where:

Webinar via Zoom

3. Linkerd at Strava + How to Autoscale & Observe Services on Kubernetes

Who:

San Francisco Linkerd Meetup (80+ Members)

When:

Wednesday, March 20th 2019; 6:30PM- 8:30PM

What:

“In this talk, J. Evans will describe Strava’s real-world use case for Linkerd. He will describe how they use Linkerd’s Prometheus and Statsd integreations to respond to service outages, and how these observability tools along with other Linkerd features can even be used to avoid such outages in the first place.”

Where:

Buoyant Office – 703 Market Street, 12th Floor, San Francisco, CA.

4. Scaling Productivity in a Distributed Environment: Airbnb and Netflix Case Studies

Who:

Productivity Engineering Silicon Valley (800+ Members)

When:

Wednesday, March 27th 2019; 6:30PM-9:00PM

What:

“Speakers from Airbnb and Netflix will talk about streamlining microservices development and integration testing at scale in a highly distributed environment.”

Where:

650 7th Street, San Francisco, CA.

5. Analytics for Startups with Segment Co-Founder Ilya Volodarsky

Who:

AWS San Francisco (Official) (5500+ Members)

When:

Wednesday, March 27th 2019; 7:00PM- 9:00PM

What:

“From uncovering hidden opportunities to identifying trends, patterns, and problem areas, Ilya will discuss the advantages and ROI of collecting user behavior data.”

Where:

525 Market Street, 2nd Floor (Courtyard Entrance), San Francisco, CA.

The post Top 5 DevOps Meetups in San Francisco March 2019 appeared first on Elevano.

source https://www.elevano.com/top-5-devops-meetups-in-san-francisco-march-2019/

Why You Should Think Twice Before Working with a Recruiting Agency

Are you considering working with a recruiting agency to fill a position in your company? If so, there are a few things you should think about before you jump on board with using recruiters. While it’s tempting to go this route, especially with a difficult-to-fill job, it’s important to make sure you’re prepared for everything that goes with working with recruiting agencies.

Costs

The most important question to ask before your company works with a recruiting agency is: are you prepared to pay a fee? Working with recruiting agencies can get rather costly. So before you start, it’s crucial to know if their fees are in your budget. You might need to consider if it’s more feasible to hire an internal recruiter if you have a large volume of roles, for example. If you’re prepared to pay a fee to find top talent, then you should become familiar with the types of recruiting services available to your company.

There are several different types of recruiting agencies around, each one with its own fee and guarantee structures.

1. Contingency

Contingency agencies send in candidates they find and take a percentage of the annual salary for the position after the new hire meets the guarantee period. (This one is pretty standard for agencies, and is also how Elevano works).

Cost: Generally 15%-25% of the annual salary 

Guarantee: Typically sixty days

2. Retained

With retained recruiting agencies, your company pays upfront and generally gives the agency exclusive rights to fill the position. This type is rarer and typically used for very difficult to fill or high-level positions.

Cost: 10% of annual salary on average to begin recruiting, then another 10-15% after hire.

Guarantee: Around six to twelve months

3. Temporary/ Temporary to Permanent Hire

These agencies send your company temporary workers who come and go, or if your company finds them to be a good fit, transfer to your payroll. Workers’ contracts are bought out for a fee, or after a certain time period you can get the worker for free. The buyout generally features a sliding scale. In other words, the sooner you the worker is on your payroll, the higher the fee you pay.

Cost: 20%-50%of the hourly wage

Buyout: Typically after 90 to 120 days

Communication

Sometimes, communication is a problem when it comes to working with a recruiting agency. Recruiters need to completely understand what skills candidates should have for the position you’re trying to fill. In addition, they should be familiar with the responsibilities of the job and any other information that helps them find the right candidates or job details candidates should know. All of this information can sometimes be difficult to communicate, especially if you only communicate with agencies via email.

Poor communication is all too common in the recruiting industry. That’s why Elevano does recruiting differently. You won’t chase us up with phone calls, e-mails and texts. Our clients are our first priority. Fortunately, our automated recruiting process means that our Account Managers are available to speak to you whenever you need them. That’s because we spend a lot less time on repetitive (ex. data entry) tasks, and more time finding the perfect candidates for your role! In addition, we’re well-versed in all things technical, with our own Co-Founder coming from a software engineering background himself!

Recruiters Don’t Always Know What Your Job Involves

As mentioned earlier, recruiters need to know the necessary information to find the right candidates. However, they don’t always know exactly what the position they’re recruiting for involves. Recruiters may know your industry’s lingo. However, for more technical jobs, there’s a chance they don’t really understand what the daily responsibilities are of the position.

At Elevano, we’re proud of our company history. In fact, we leverage our technical background to bring our clients better candidates, faster. How? We know the tech industry, because our founders came from there!

Process

Another question to ask before working with recruiting agencies is “Do you have a process to support working with an external agency?” If the answer is no, you should probably think twice before working with a recruiting agency, or at least until you have a process in place. It’s also important to make sure your internal staff are able to deal with candidates coming from recruiting agencies.

We work closely with your hiring team to make sure everything runs smoothly. With almost a decade of experience on this side of recruiting, we know what it takes to build strong, long-lasting relationships with our clients.

Conclusion

There are many reasons why you should think twice before working with a recruiting agency, however, if you take these main concerns into consideration, a recruiting agency may still be the answer to your problems. The important thing is to be prepared before working with one.

Fortunately, Elevano recognizes the impediments that clients face when working with recruiting industries. That’s why we’re confident that you’ll love the way we do recruiting. We know what clients don’t like, and we know what it takes to bring them top notch candidates as efficiently as possible. So if you’re in need of a recruiting agency that specializes in the technology industry, Elevano may be just the solution you need. Focusing on specialized technology, Elevano provides qualified candidates that have the qualifications and qualities you’re looking for.

The post Why You Should Think Twice Before Working with a Recruiting Agency appeared first on Elevano.

source https://www.elevano.com/why-you-should-think-twice-before-working-with-a-recruiting-agency/

Front-End Developer Jobs: Interview Questions and Answers in 2019

The Job

Front-end web developers work on user-facing features, and combine their programming expertise with their creative skills to build the interactive and visual elements of web applications. They build reusable code, and are responsible for optimizing web applications for high performance, speed and scalability.

Front-end developers translate the UI/UX design to code in order to create the visual components of web applications. This requires working with the UI/UX designer to integrate elements of graphic design with technical aspects. Front-end developers will also work with back-end developers to assist with the integration of user-facing features with server-side logic. This includes ensuring that user input is validated before it is submitted to the back-end. Front-end developers will therefore have good interpersonal skills, and can expect to problem solve and think critically in a collaborative environment.

The Interview

If you have the necessary skills and experience to land yourself an interview for a front-end web development position, then this guide gives you an idea on the sorts of technical questions you could be asked. Front-end developers should have a good understanding of HTML, CSS and JavaScript, so the following questions are divided up into corresponding sections.

General

1. What role does UX (User Exp.) have in front-end development?

Front-end developers work on the client side to build user-facing features. As a result, they ensure a good user experience by designing visual elements and content that looks seamless on a company’s site. Front-end developers are likely to work with the UX team to create web pages that both represent the brand, and deliver a highly user-centric experience. Candidates should think about the ways UX and front-end development come together in the process of web design when answering this question.

2. What can you do to increase page performance?

There are various methods candidates can name here: Reduce external HTTP requests, use compressed or smaller images, incorporate JavaScript on the bottom of the page, clean up the HTML document, and minify CSS, JavaScript and HTML.

HTML

3. Describe the function of the doctype.

<!DOCTYPE> is a required declaration, and the first line of code in an HTML file. This tells the browser the version of HTML the page uses. Candidates should know that this declaration helps the browser interpret content correctly.

4. How does XHTML differ from HTML?

XHTML is optional, and used to provide more accessibility to a webpage. When used, it adds the XML markup language to a webpage.

5. Describe the difference between cookies, local storage and session storage.

Cookies allow applications to store data in a client’s browser. Local storage allows applications to store data without expiry limits. Session storage allows applications to store data for the duration that a window is open.

6. Describe the new elements to HTML.

Answering this question well indicates that a candidate understands and keeps up with changes to HTML. Candidates can discuss both design-related and more technical elements that are new to HTML. Some features candidates could mention are changes to the multimedia and graphic elements available (ex. Audio, canvas), and semantic tags (ex. Header, footer etc.).

CSS

 

7. When would you use CSS or JavaScript for animations?

Understanding when and why to use one over another tells employers that the candidate can differentiate between CSS and JavaScript appropriately. CSS is better suited for simple state transitions, but JavaScript leverages better backwards compatibility.

8. Describe the difference between classes and IDs.

Classes and IDs are hooks for CSS styles. Classes are used to style different elements in the same way (ex. Various links). IDs are used to style elements that are only featured once on a page (ex. One instance of a navigation menu).

9. What is the box model? How do you tell the browser to use it?

The box model is useful to designing the layout of a webpage. All elements on a page are boxes. As a result, the box model is used to position elements on a webpage. The box model consists of:

• Content: Where the content is located; the innermost part
• Padding: Transparent area surrounding the content
• Border: Border that frames the content
• Margin: Transparent area outside the border

10. How do floats work?

A CSS float pushes an element to the left or right. A float property has four values: left, right, inherit, and none.

11. What is the purpose of the z-index?

The z-index stacks elements on the z-axis. It only applies to positioned elements, and overrides the default stacking order of HTML.

12. How do you deal with browser-specific style incompatibility?

Candidates may identify various methods to answer this question. For example, using a conditional statement in the head tag of the HTML will allow you to identify the browser and load an external stylesheet.

13. What is the function of pseudo-elements?

Pseudo-elements style an aspect of an element (ex. The first letter of a paragraph). It also allows you to wrap text around images, create a body border or make multiple shapes using a single element.

JavaScript

14. What is the function of CoffeeScript and how does it differ to JavaScript? 

CoffeeScript is a programming language that uses all the ‘good aspects’ of JavaScript in a compressed and simple way. It’s useful when writing JavaScript code, offering clearer and constant syntax. In CoffeeScript, elements don’t need semicolons at the end of them to execute, whereas they do in JavaScript. CoffeeScript has lightweight add-ons (ex. Python style list comprehension), and uses shorter code than JavaScript to express a program. It also helps to make JavaScript more readable.

15. What is functional programming?

Functional programming uses mathematical functions to produce programs. It’s essential in JavaScript. Lisp is the better-known programming language that uses it. Functional programming is supported by first-class and higher-order functions, and functions as arguments or values. Mentioning other languages that support functional programming is useful in an interview, as well as the features that support it.

16. What are the benefits and downsides to functional programming versus object-oriented programming (OOP)?

Functional programming avoids shared state or side effects. It also offers features like point freestyle (tacit programming), and highly simplified functions that are more easily re-composed for reusable code than OOP.  However, if these features are overused, the readability of the code may become jeopardized. Functional programming is also harder to learn than OOP due because it requires prior, foundational knowledge on various forms of mathematical theory.

As a result, OOP is easier to understand, and uses an imperative style, which means that it reads more like a set of instructions for the computer. However, OOP depends on shared state. Objects and behaviors tend to be attached to the same entity, and this leads to behaviors like race conditions.

17. What is asynchronous programming and why is it important in JavaScript?

Asynchronous programming is unique to JavaScript, and the ability to identify its purpose and use in JavaScript is important for all front-end developers using this language. Asynchronous programming allows web pages to handle large volumes of client requests in one, single thread. This means that it is event-driven, and optimized for real-time web applications as well as applications that require scalability.

More Questions?

These are some of the common questions that come up in front-end developer interviews, and we know plenty more! At Elevano, we’re experts in the hiring process. We know position and company-specific interview processes, and are with candidates every step of the way.

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