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Category: Hiring

A (former) tester interview – Stephen Janaway

A (former) tester interview – Stephen Janaway

For this new interview, we have the pleasure of introducing
you a very specific profile, Stephen Janaway.

Stephen evolved from various testing-focused roles, such as
test manager or test coach, to different positions whose testing is only a part of the iceberg, such as delivery manager.

‘Leaving’ testing if you move towards a different role ?

Not really.

At least, not exactly. Stephen shares his vision with us.

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Automation, a work for testers or developers?

Automation, a work for testers or developers?

Lots of companies don’t have any Testing or QA Team, and in DevOps environment, most of them are thinking about adding a new role to start a new project for test automation. Maybe that you already have some unit tests, integration tests or service tests that are executed on your CI, and these have for sure been written by developers.

But what is the strategy behind that? Are these tests really relevant and useful? Are they passing all the time and not ignored? Do you need a new team to manage these test activities or is the actual team with no dedicated tester enough? And finally what are all these roles including “Developers in Test” in the name?

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Testing Testers: How to hire quality

Testing Testers: How to hire quality

Recruiting for a new hire, or finding a new job of your own, has never been easy. It becomes even more difficult when your profession is poorly known and often ill considered.

If you read blogs or magazines dedicated to software testing then you have probably encountered some of the common misconceptions about testing: that testing is mostly a repetitive and boring task, that testers are solely responsible for errors on production servers, that everything can be automated and therefore the job of the tester will disappear, that testers are unskilled developers, etc.

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Hiring a tester – First part: preselection

Hiring a tester – First part: preselection

Evaluating a Software Tester with a hiring process is not easy. A very experienced candidate with a resume apparently fulfilling your needs might be a very bad team member. Unlike a newbie with the right mindset, the will and a true passion who will become an asset to the project and the team.

What should you do to avoid the former and not miss the latter? The question is interesting, and no single answer exists but I suggest you a series of articles to help thinking about this and find the proper tactic.

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