<hr/>**评论：**<br/><br/>itsmontoya: <pre><p>When I hire junior devs I'm strictly looking at personality (company culture), desire to learn, and work ethic.</p></pre>gtipwnz: <pre><p>Even someone with near zero coding experience?</p></pre>titpetric: <pre><p>Helps if you know things like BigO, loops and boolean expressions, so the employer is not actually starting from zero. Willingness to learn, try and actually produce something (even if sub-par) is worth it already. You'll have teammates which should be your mentors and code reviewers, which will improve your output over time. Of course, relying on them on basic google-able shit will fuck up your karma.</p>
<p>Edit: To revise my previous statements: junior devs usually get shit work that doesn't need senior time. If they perform this shit work well, more important tasks will be delegated and they will eventually level up. It's a learning position, but what makes it valuable is improvement over time. What makes it feasible is that your seniors see benefit from your work. Taking tasks seriously and elevating your knowledge is a good stepping stone.</p></pre>Darxide-: <pre><p>I hire the ones who can admit they don't know the answer to a question then try to guess, especially for Jr's., but really in that regard just look to see if they have drive know basics of software development / design patterns and get on well with everyone. </p></pre>tmornini: <pre><p>Convincing someone to hire you and annoint you with that title.</p></pre>titpetric: <pre><p>I upvoted this and then upon reflection downvoted this because it's unusable advice for anyone who hasn't had experience with getting them hired. It's like "just be yourself" of platitudes.</p>
<p>I feel like there's some ingredients required so a venn diagram between your skills and your employers skill requirements have a significant overlap so that you become hireable. A better advice would be to find out what employers are looking from and then try to get that knowledge/demonstrate that knowledge when the person is applying for the job. There's also significant overlap between employers so a little knowledge might get the OP closer to hired.</p></pre>LadyDascalie: <pre><p>It honestly depends on what the business the company you want to enter has.</p>
<p>If they make API's then knowledge of how to write one, even a very simple, basic one would be appreciated for sure.</p>
<p>Beyond that, demonstrate your ability to learn and respond positively to feedback. Those are probably the two biggest selling points for a junior profile!</p></pre>PlusBG: <pre><p>Thank you.</p></pre>jimijiim: <pre><p>You're not suppose to know anything about the language or it's not a junior position. You're supposed to know basic programming however, in any language.</p></pre>titpetric: <pre><p>I'd argue that at least basic functionality of an app/service should be created by a junior. Create a todo app, a twitter app or a guest book or something - it can be trivial, but it shows thought and design patterns and data structures knowledge. If you add unit tests you might already be hirable for a junior position without many follow up questions.</p></pre>justinisrael: <pre><p>I don't feel the answer is specific to a particular language. At my studio, my department hires junior level developers, and we look for people who have been studying in the industry and show a great capacity for learning. They may have had related programing experience but may not know our particular field very well. A junior is someone who is expected to need a lot of oversight and help when solving problems. We would usually not assign juniors full ownership of projects, but rather assign them to teams and have them work on tasks.
I would say a junior should have a basic working knowledge of fundamentals in at least one language, and show they are capable of learning quickly. </p></pre>PlusBG: <pre><p>Thank you.</p></pre>robe_and_wizard_hat: <pre><p>A basic grasp of the language and an eager attitude. You can find lots of entry-level positions on craigslist for startups or small shops. This will help you build your CV up and also your wisdom about programming. I would recommend only joining a company that has at least one other person already doing software development in golang.</p></pre>PlusBG: <pre><p>Thank you.</p></pre>sebdah: <pre><p>I hire junior devs based on their passion and technical potential. Being humble and transparent in what you know is paramount. But you should also show that you are willing and interested in learning everything you do not know.</p></pre>titpetric: <pre><p>Sounds like a good way to hire. What does your hiring/interview process involve, if you can go into more detail how you estimate passion/potential fit?</p></pre>sebdah: <pre><p>I have a number of pointed technical questions from low level stuff related to protocols, transportation etc to programming concepts, data structures and similar. And also high level database and architecture questions. The idea is not that the candidate should know it all, but it helps me placing their general skills on some kind of scale. </p>
<p>The above is usually an online session. Following that I have two white boarding questions. The idea in those is for the candidate to, together with myself, find solutions and discuss trade offs.</p>
<p>Through this I'm interested in their knowledge, but also in how we are working together on finding solutions and their willingness / ability to absorb my suggestions and thoughts. </p>
<p>This together is basing the candidate on a scale between 6-12 (don't ask), where 9 and above means that he / she is good enough to hire. </p></pre>titpetric: <pre><p>You say don't ask but, I feel obliged. Would you care to walk us over some example questions? ;)</p></pre>cameronjerrellnewton: <pre><ol>
<li><p>has completed the entire golang tour,</p></li>
<li><p>knows enough SQL to write CRUD operations</p></li>
<li><p>knows a rough time-complexity/baseline knowledge of the algorithms he or she is writing and what they are doing (for example, knows writing triple for-loops with large data sets is bad)</p></li>
<li><p>intellectual curiosity.</p></li>
</ol></pre>
