Demystifying the role “Software Architect” – part 1: recruitment

humane

: marked by compassion, sympathy, or consideration for humans [or animals]

It may surprise you that in the very first article about a serious IT topic I’m not talking about software, hardware, or some super-popular topic like the cloud.

I’m talking about the single most important (and still less understood) component of every company and IT system: humans.

As a software architect you simply cannot work in isolation, the system is already too complex for a single person to fully grasp – I know deep in your soul you’re probably a lonely “hacker”, but – you have to work with others. What’s more: it is your task to find good great people who can help you succeed.

Software architecture is usually a hands-on role but you cannot code everything yourself:

• it is simply not possible
• you have to share your ideas, strategy, namespace with others very early on to future-proof the system.

As a software architect you also act as a team leader: you work very closely with the software engineers.

Recruitment is hard. Finding the best candidate who:

• can do the job
• is willing to do the job
• is available, and
• within budget?

Tough.

How can you find the best candidates?

Well, the very best ones are most likely:

• never available on the market,
• do something cool already, so they don’t want to change,
• way over your budget.

So how do you recruit?

The very first thing you can (and must) do is network. Go and attend local IT workshops, conferences, join local communities. Talk to people.

Second: ask your former colleagues and friends. They may know someone who can be a good fit.

Also, you have to establish and maintain good relationships with recruitment agencies.

You have to review CVs, filter out the top 3-5 and you need to invite them for an interview.

Manage your time: prepare job descriptions, review CVs, arrange interviews, book meeting rooms, allocate time for feedback.

During the interview you have to introduce the company – emphasize the benefits a potential new colleague or contractor can gain, and here I’m not talking about purely financial benefits. You are most likely a “hacker” yourself, so there are more important things beyond money: the knowledge and experience you can gain while searching for the “highs”.

As a team leader you need to focus on scross-functional skills as well: experience in continuouos integration, code reviews, QA, documentation are all very key competencies.

Skills required:

• empathy
• patience
• time management
• e-communication skills (Skype, Twitter, email, forums, etc.)
• digital document management skills (prepare, manage,version control, archive job descriptions, CVs, etc.)
• the ability to:
  • accept and tolerate cultural differences
  • ask good questions
  • delegate tasks (e.g. preparing contracts) to HR
• good language / speaking skills (note: English is not my mother tongue)
• learn the recruitment jargon