#recruitment and employer branding

We’ve all experienced the job application which required us to do an online coding test. You have to brush up on your algorithms, data structures, time complexity, and by the end of it you’re cramming as if it was a university exam! Now that we’re the ones usually interviewing candidates, a good question to ask is: “are online coding tests the best indicator of a candidate’s proficiency and competence?” In this talk, we’ll explore:- The pitfalls of Leetcode-like tests- What we should be looking for in candidates- How pair programming is the best way to see how a candidate would work with the team- Plus a little mini demo on a remote pair programming interview

We’re generally afraid of the future. Not only is it unknown, but there’s quite a lot of reasons to believe we’re practically doomed. And it doesn’t help that we’re negatively wired nature, programmed to look out for risks more than search for rewards. Developers especially so.
So with this speech, I want to paint another picture for you. I genuinely believe, the future of work is enjoyable and definitely worth pursuing. And you can have that. Right after this speech.

In this talk we'll take a closer how we do event branding and theming at Brella, and how we want to progress it in the future. Topics such as generating accessible colors will be discussed.

The landscape of popular JS frameworks and libraries has become increasingly polarised. With React standing out an increasing number of companies are struggling to find skilled developers. People experienced in React are in a great position. Nevertheless, what if my CV lacks the right keyword? What if my Angular experience looks more like a burden? Can I apply for a front-end developer position in a React project?

You can check the slides for Nasim's talk here.

I focus on why inclusion is important in hiring and what are the inclusive hiring practices for any organization that could be taken into use. Inclusive hiring and evaluation process are the great window of opportunity that can truly support inclusion with practical actions. I offer practical tips and a way to implement small changes while working the way towards more inclusive hiring culture and strategy.

How our narrow understanding of racism (visible and interpersonal level) still stands in the way of racial equity and inclusion (in tech, too) and how racial bias can be seen in tech, products etc.