The programming talent myth

Posted Apr 30, 2015 14:22 UTC (Thu) by anselm (subscriber, #2796)
In reply to: The programming talent myth by NAR
Parent article: The programming talent myth

The problem with this is that it is very difficult for a recruiter to figure out whether somebody will be an asset or a liability in the concrete position that they try to fill. For example, a super-productive “rock star” programmer with an attitude could be an asset from the POV that they may get lots of code done, but also a liability because of the caustic effects they may have on the rest of the team/company/client relations. In the end it might be better to find someone who is less of a “rock star” but better able to function as part of the team.

The programming talent myth

Posted Apr 30, 2015 14:46 UTC (Thu) by NAR (subscriber, #1313) [Link] (3 responses)

Interestingly the "rock star" programmers I've met were usually friendly and easy to work with. I've felt more unpleasantness from manager-types (who should have people skills) than from "rock stars". Actually the stereotype (great programmer is an asshole) seems over hyped to me (or it was just me being fortunate with colleagues).

The programming talent myth

Posted May 1, 2015 0:36 UTC (Fri) by sjj (guest, #2020) [Link] (2 responses)

I despise the whole "rock star" label. The whole metaphor is wrong - it makes young smart guys (always guys) want to be Bonos when they should be trying to be Ringo Starrs (the person who makes the team gell, works well with both prima donnas and roadies).

Somebody who is very smart and truly accomplished is usually easier to work with than the guy in the next cube who *thinks* he is a rock star. I've had the bad luck of meeting a bunch of these (mostly sysadmins). They play the asshole genius stereotype to the max to gullible HR and management types. They constantly proclaim their superiority to anybody within hearing distance. I've actually seen a guy I worked with describe himself as a Rock Star in his own LinkedIn profile. Yeah right.

The programming talent myth

Posted May 1, 2015 8:28 UTC (Fri) by anselm (subscriber, #2796) [Link] (1 responses)

I've actually seen a guy I worked with describe himself as a Rock Star in his own LinkedIn profile. Yeah right.

There is an iron rule in hacker circles that says you don't get to unilaterally declare yourself a “hacker” – it is an honour that others bestow on you. The same would presumably apply to labels like “rock star”.

The programming talent myth

Posted May 2, 2015 1:24 UTC (Sat) by allesfresser (guest, #216) [Link]

That seems like the rule that whoever wants to be president probably shouldn't be.

The programming talent myth

Posted May 1, 2015 0:58 UTC (Fri) by rgmoore (✭ supporter ✭, #75) [Link]

The problem with this is that it is very difficult for a recruiter to figure out whether somebody will be an asset or a liability in the concrete position that they try to fill.

It seems to me that the grandparent's comment about management telling them to hire programmers from a specific company only to discover they were adding nothing might even be an example of this. I doubt management wanted people from that company because they were intent on wasting money; they presumably expected those programmers to be great. Instead, they failed to produce.

It seems to me that this is a potential advantage for people hiring in FOSS. In that case, you may well be hiring somebody not based on their general reputation but for their specific expertise with exactly what you want them to work on. It seems like it would take a lot of guesswork out of hiring.