Would You Hire a Self-Assured Yet Skilled Programmer?

When evaluating potential hires, particularly for roles that require high levels of technical expertise, the balance between skill and personality becomes crucial. Specifically, hiring a programmer who is both exceptionally skilled and self-assured can be a double-edged sword. How can a company determine whether to bring in a programmer known for his or her confidence or to look elsewhere?

Case Study and Personal Reflection

My experiences with salient individuals such as John Carmack and John Romero, who are behind the development of iconic games like Doom and Quake, give insight into this dilemma. Their dedication and skill were undeniable, but their personalities sometimes clashed with team dynamics. In the often collaborative environment of software development, a programmer who is full of self-importance can create significant challenges for team harmony and productivity.

The Importance of Humility

Humility is a vital trait in any team. Cultivating a learning environment where constructive feedback is encouraged, and team members support each other, is more effective than an environment dominated by an individual's ego. A programmer who consistently displays overconfidence, or hubris, might struggle to adapt to a collaborative setting, leading to a less cohesive and ultimately less successful development team.

Assessing Skill and Ambition

Assessing a candidate's skill level and congruence with the team is essential. A highly skilled individual, even one prone to self-assuredness, can be an asset to a company that offers them the right environment. However, asking probing questions during the interview process, such as asking for specific examples of how they managed difficult situations, can clarify their aptitude and teamwork abilities.

Interviewing Like a Pro

It’s crucial to have developers or senior programmers conduct the interview. They know what to look for in a colleague and can provide valuable insights. If the candidate is confident, it can be beneficial to gauge their ability to handle criticism or disagreement. This can be as simple as asking them how they would respond to a technically superior colleague or boss. Assessing the candidate's behavior under pressure can also be revealing. Self-assured individuals might provide bracingly direct feedback, which can be valuable in a professional setting. However, constant arrogance or a disregard for constructive criticism can become toxic to collaboration.

Reading Between the Lines

To get a better understanding of a candidate's temperament, it is wise to delve into their background and ask about past experiences. Something as simple as asking about their previous projects and how they overcame challenges can reveal a lot about their leadership and collaboration skills. Additionally, reading up on their online presence, such as reviewing code contributions on open-source projects or discussions on forums, can provide further insights.

Conclusion

The decision to hire a self-assured yet skilled programmer is one that requires careful consideration. While their confidence and expertise can be assets, ensuring that they can operate well within a team setting is just as important. By focusing on both the candidate's skills and their interpersonal skills, a company can ensure they find the right balance for sustained success.