Sunday late morning:
Final feedback with the internal team is held. A yes/no decision is made while interviewers are still there. The recruiters work final conversations/feedback for the candidates and set the expectation that further conversations will happen and they should have an answer by Monday or Tuesday.
Monday
Meeting wrap-up with management team following results of the weekend and offers are made to approved candidates.
This evolution can demonstrate a candidate's commitment and his or her ability to gel with your team. Do they buy into your corporate culture? Are they willing to give up an entire weekend? How do they act in social settings? Having the time to get to know and interact with potential hires will also clue you in to what they find important or what they want. Again, the goal here is to gain insight into how these persons act and problem solve in real-time situations.
Finding a Superstar Developer
There are legions of poor-to-average developers out there and they stand between you and your goals. Invest the time necessary to find a great developer and you will be rewarded with simple elegant code that does what you want and projects that finish in the black.
The bottom line here is if you are unsure at all about your developer candidate, don't hire him/her. The cost can be too great and although continuing the search can at times seem painful, it will all be worthwhile when you find the right programmer.
Steve Jobs summed it up well when he said, "I found that when you get enough "A" players together, when you go through the incredible work to find these "A" players, they really like working with each other. Because most have never had the chance to do that before. And they don't work with "B" and "C" players, so it's self-policing." -Steve Jobs
Get the "A" players on your team and develop something incredible.
