We’ve recently been hiring developers to work on the Enarx project, a security project, written almost exclusively in Rust (with a bit of Assembly), dealing with Confidential Computing. By “we”, I mean Profian, the start-up for which I’m the CEO and co-founder. We’ve now found all the people we’re looking for initially on the team (with a couple due to start in the next few weeks), though we absolutely welcome contributors to Enarx, and, if things continue to go well, we’ll definitely want to hire some more folks in the future.
Hiring people is not easy, and we were hit with a set of interesting requirements which made the task even more difficult. I thought it would be useful and interesting for the community to share how we approached the problem.
What were we looking for?
I mentioned above some interesting requirements. Here’s what the main ones were:
- systems programming – we mainly need people who are happy programming at the systems layer. This is pretty far down the stack, with lots of interactions directly with hardware or the OS. Where we are creating client-server pieces, for instance, we’re having to write quite a lot of the protocols, manage the crypto, etc., and the tools we’re using aren’t all very mature (see “Rust” below).
- Rust – almost all of the project is written in Rust, and what isn’t is written in Assembly language (currently exclusively x86, though that may change as we add more platforms). Rust is new, cool and exciting, but it’s still quite young, and some areas don’t have all the support you might like, or aren’t as mature as you might hope – everything from cryptography through multi-threading libraries and compiler/build infrastructure.
- distributed team – we’re building a team of folks where can find them: we have developers in Germany, Finland, the Netherlands, North Carolina (US), Massachusetts (US), Virginia (US) and Georgia (US), I’m in the UK, our community manager is in Brazil and we have interns in India and Nigeria. We knew from the beginning that we wouldn’t have everyone in one place, and this required people who we were happy would be able to communicate and collaborate with people via video, chat and (at worst) email.
- security – Enarx is a security project, and although we weren’t specifically looking for security experts, we do need people who are able to think and work with security top of mind, and design and write code which is applicable and appropriate for the environment.
- git – all of our code is stored in git (mainly GitHub, with a little bit of GitLab thrown in), and so much of our interaction around code revolves around git that anybody joining us would need to be very comfortable using it as a standard tool in their day-to-day work.
- open source – open source isn’t just a licence, it’s a mindset, and, equally important, a way of collaborating. A great deal of open source software is created by people who aren’t geographically co-located, and who might not even see themselves as a team. We needed to be sure that the people we were hiring, while gelling as a close team within the company, will also be able to collaborate with people outside the organisation and be able to embrace Profian’s “open by default” culture not just for code, but for discussions, communications and documentation.
How did we find them?
As I’ve mentioned before, in Recruiting is hard. We ended up using a variety of means to find candidates, with varying levels of success:
- LinkedIn job adverts
- LinkedIn searches
- Language-specific discussion boards and hiring boards (e.g. Reddit)
- An external recruiter (shout out to Gerald at Interstem)
- Word-of-mouth/personal recommendations
It’s difficult to judge between them in terms of quality, but without an external recruiter, we’d certainly have struggled with quantity (and we had some great candidates from that pathway, too).
How did we select them?
We needed to measure all of the candidates against all of the requirements noted above, but not all of them were equal. For instance, although we were keen to hire Rust programmers, we were pretty sure that someone with strong C/C++ skills at the systems level would be able to pick up Rust quickly enough to be useful. On the other hand, a good knowledge of using git was absolutely vital, as we couldn’t spend time working with new team members to bring them up-to-speed on our way of working. A strong open source background was, possibly surprisingly, not a requirement, but the mindset to work in that sort of model was, and anyone with a history of open source involvement is likely to have a good knowledge of git. The same goes for the ability to work in a distributed team: so much of open source is distributed that involvement in almost any open source community was a positive indicator. Security we decided was a “nice-to-have”.
How to proceed? We wanted to keep the process simple and quick – we don’t have a dedicated HR or People function, and we’re busy trying to get code written. What we ended up was this (with slight variations), which we tried to get complete within 1-2 weeks:
- Initial CV/resume/github/gitlab/LinkedIn review – this to decide whether to interview
- 30-40 minute discussion with me as CEO, to find out if they might be a good cultural fit, to give them a chance to find out about us, and get an idea if they were as technically adept as they appeared from the first step
- Deep dive technical discussion led by Nathaniel, usually with me there
- Chat with other members of the team
- Coding exercise
- Quick decision (usually within 24 hours)
The coding exercise was key, but we decided against the usual approach. Our view was that a pure “algorithm coding” exercise of the type so beloved by many tech companies was pretty much useless for what we wanted. What we wanted to understand was whether candidates could quickly understand a piece of code, fix some problems and work with the team to do so. We created a github repository (in fact, we ended up using two – one for people a little higher up the stack) with some almost-working Rust code in it, some instructions to fix it, perform some git-related processes on it, and then improve it slightly, adding tests along the way. A very important part of the test was to get candidates to interact with the team via our chat room(s). We scheduled 15 minutes on a video call for set up and initial questions, 2 hours for the exercise (“open book” – as well as talking to the team, candidates were encouraged to use all resources available to them on the Internet), followed by a 30 minute wrap-up session where the team could ask questions and the candidate could also reflect on the task. This also allowed us to get an idea of how well the candidate was able to communicate with the team (combined with the chat interactions during the exercise). Afterwards, the candidate would drop off the call, and we’d generally make a decision within 5-10 minutes as to whether we wanted to hire them.
This generally worked very well. Some candidates struggled with the task, some didn’t communicate well, some failed to do well with the git interactions – these were the people we didn’t hire. It doesn’t mean they’re not good coders, or that they might not be a good fit for the project or the company later on, but they didn’t immediate meet the criteria we need now. Of the ones we hired, the levels of Rust experience and need for interaction with the team varied, but the level of git expertise and their reactions to our discussions afterwards was always sufficient for us to decide to take them.
Reflections
On the whole, I don’t think we’d change a huge amount about the selection process – though I’m pretty sure we could do better with the search process. The route through to the coding exercise allowed us to filter out quite a few candidates, and the coding exercise did a great job of helping us pick the right people. Hopefully everyone who’s come through the process will be a great fit and will produce great code (and tests and documentation and …) for the project. Time will tell!
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