It can be difficult to plan your next development step, or know who to hire. How do you build and recognize the good from the mediocre experience? Consider polyglots: People that can program in multiple languages.
If you don't hear of candidates through word of mouth the first step in hiring is usually keyword matching based on languages and technologies.
Although that's kind of bullshit, it's a simple way to greatly reduce the pool of candidates. I'm not sure getting rid of it makes things easier. If you start hiring mostly generalists what will you use as a first-pass filter?
For sure those are relevant filters, but as a first pass filter consider if someone is proficient in more than one language, especially for more senior positions.
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[ 3.7 ms ] story [ 15.5 ms ] threadAlthough that's kind of bullshit, it's a simple way to greatly reduce the pool of candidates. I'm not sure getting rid of it makes things easier. If you start hiring mostly generalists what will you use as a first-pass filter?