Experienced PHP and C programmer based in Norway, with a history of game and web development. CTO at Blue Scarab Entertainment, previously at Servebolt.com, IMVU, Smarterphone, and Funcom.
When I worked at IMVU, we paired each new employee with a mentor, whose responsibility it was to get the new developer up to speed. They worked off of a checklist of typical tasks to pick from the board on the first day, first week, etc.
We chose to trust new employees (or rather, our hiring process), and one of our goals was that everyone made a change to the live production site on day one. Rapid iteration and Continuous Deployment were important parts of our culture, and we wanted new people to buy into that as soon as possible, and be fearless.
IIRC, new employees counted as only half a developer during sprint planning for their first three months, due to their needing to spin up on a lot of new stuff, and slowing down their mentor. Being a mentor to a new employee was an important step for junior developers transitioning to becoming seniors, and everybody gladly took turns.
Side note: We used the same process for interns and co-op students, but despite our efforts to find good candidates, some of them did not have the same qualities as our hand-picked new hires, and did not have the same long-term perspectives with regards to learning our teams' best practices.
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When I worked at IMVU, we paired each new employee with a mentor, whose responsibility it was to get the new developer up to speed. They worked off of a checklist of typical tasks to pick from the board on the first day, first week, etc.
We chose to trust new employees (or rather, our hiring process), and one of our goals was that everyone made a change to the live production site on day one. Rapid iteration and Continuous Deployment were important parts of our culture, and we wanted new people to buy into that as soon as possible, and be fearless.
IIRC, new employees counted as only half a developer during sprint planning for their first three months, due to their needing to spin up on a lot of new stuff, and slowing down their mentor. Being a mentor to a new employee was an important step for junior developers transitioning to becoming seniors, and everybody gladly took turns.
Side note: We used the same process for interns and co-op students, but despite our efforts to find good candidates, some of them did not have the same qualities as our hand-picked new hires, and did not have the same long-term perspectives with regards to learning our teams' best practices.