Hiring a DevOps for a specific project usually takes about three weeks. The hiring process usually includes three stages: researching the client’s needs, searching for a specialist, and candidate interviews with the client. Let's take a closer look at each stage.
We start with the study of the customer's requirements. We also study the project and find out what difficulties or challenges the company has faced. If we figure out that the client didn't take into account any requirements to the candidate, we'll offer our own suggestions. Based on this, we draw up a list of responsibilities for a potential candidate and create a profile. It describes:
We are experts in:
"Universal" DevOps does not exist. The list of technical skills is so long that every specialist has only some of them. But usually, an expert need to have such skills and to know how to use the following tools:
Soft Skills (communication, collaboration, flexibility).
At this stage, it becomes clear what kind of employee we are looking for.
We start with the study of the customer's requirements. We also study the project and find out what difficulties or challenges the company has faced. If we figure out that the client didn't take into account any requirements to the candidate, we'll offer our own suggestions. Based on this, we draw up a list of responsibilities for a potential candidate and create a profile. It describes:
Each candidate goes through at least two interviews:
At this stage, we get several candidates with the right skills.
Here, you receive information, contacts, and our recommendations for each candidate. If you wish, you can conduct your own interviews with the candidates or rely on our assessment. The final decision is always yours.
According to an Atlassian report, 99% of companies say DevOps has had a positive impact on their business operations. Here are the key changes that companies often receive:
Reduced costs: Increased network availability and stability, reduced downtime. Often, experts implement automated testing, performance monitoring, and CI/CD practices to help identify the source of problems.
There are two ways to find a DevOps: independently and with the help of a recruiting company. An independent search involves an in-house recruiter, at least one technical specialist, and a team manager. You need to compile a list of requirements and future responsibilities, make a job offer that will be relevant to the market at the moment, and look for a candidate. The problem with recruiting DevOps (especially high-end ones) is that they usually don't look for jobs on well-known job sites that you might be used to. They are often exclusive specialists who are hard to find.
Searching through a DevOps staffing company is usually easier. You only need to describe your needs, and the agency will help you to create a candidate profile. The search is also their responsibility. Agencies usually have their candidate databases and use their negotiation and hiring methods.
DevOps responsibilities vary depending on the project they are working on. Typically, they should have knowledge in the following areas: cloud architecture, cloud migration, infrastructure as code, automation implementation, maintaining CI/CD pipelines, on-call, incident response and incident management, and monitoring.
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