That, of course, isn’t an option. Having an expert create and manage the CD/CI pipeline can be the difference between a team that can deliver projects in record time and another that can hardly finish a single one, let alone meet their deadlines.
If you feel lost, keep on reading. In this article we will explore some of the best practices for hiring DevOps engineers as well as some of the pitfalls that many recruiters fall into, hampering their recruitment process.
Why do you need a DevOps Engineer?
At the core of any recruitment lies a core c level contact list question: what are you looking to fulfill with that position? Understanding the complexities of your project and the issues they raise is fundamental to finding the right person for the job. In that light, it’s important to understand what a DevOps engineer is and why you need one.
The 4 competencies of a DevOps Engineer
There is a core set of competencies that almost every team expects from a DevOps engineer. When screening your candidates look for signs that they have at least a basic understanding of the following skills:
- Application and Infrastructure presented in this way, it almost seems as planning and development: To ensure continuous development, a DevOps specialist has to scale projects on the fly, making changes as new demands arise.
Also, scalability has to go hand in hand with planning. This involves understanding the consequences of changes down the line as well as the ability to plan big-scale integrations across many systems.
- Automation: Nothing is more efficient than technology, and if there is a core competency for a DevOps Engineer to have is the ability to automate processes.
A DevOps Engineer Vs. a DevOps Team
The 4 core competencies are as broad singapore lead as they come, and they don’t even scratch the surface of the skills DevOps engineers might need. We can safely add to that list project management, communications skills, understanding of agile and waterfall methodologies, and familiarity of common tools in the industry.