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Hi all, I just wanted to say thanks to everyone who shared great thoughts and ideas about this either privately or on the list . I got so much out of the whole discussion and will be rewriting the job posting now. And learning about what it takes to get a campus parking spot on Berkeley never hurts. :) (When I said 'competitive' it's competitive by the library/higher ed standard. So it is a very real limiting factor to support and enhance library applications/services that we have to work around.) Thanks again! Bohyun > On Aug 15, 2014, at 3:48 PM, "Priscilla Caplan" <[log in to unmask]> wrote: > > I work remotely as a manager and my staff are all around the country. I think the advantage to being able to work from home is enormous. You may very well find a good person who will work full-time for a "non-competitive" salary in order to not have to move from where a spouse has a good job and the kids are settled, especially if the work is interesting. > > Some of my staff are developers, and I find no disadvantage to the fact that we are all telecommuting. We are in touch constantly via skype and other channels, have video calls regularly, and feel very much a team. A shared project management system like Asana can help too. > > Of course, it may not work with all developers -- you need to be sure you are hiring someone who is a good communicator, self-motivated, and knows what s/he is doing. Another caveat is that it can be harder if you have only one telecommuting employee and the rest of the team is together. When several people are meeting in a room and one is on a speakerphone or something, that doesn't work too well. But you can do things to ameliorate that. > > Bottom line is if you have good people, it doesn't matter where they work. > > Priscilla > > > > -----Original Message----- > From: Code for Libraries [mailto:[log in to unmask]] On Behalf Of Kim, Bohyun > Sent: Friday, August 15, 2014 12:44 PM > To: [log in to unmask] > Subject: [CODE4LIB] Hiring strategy for a library programmer with tight budget - thoughts? > > I am in a situation in which a university has a set salary guideline for programmer position classifications and if I want to hire an entry-lever dev, the salary is too low to be competitive and if I want to hire a more experienced dev in a higher classification, the competitive salary amount exceeds what my library cannot afford. So as a compromise I am thinking about going the route of posting a half-time position in a higher classification so that the salary would be at least competitive. It will get full-time benefits on a pro-rated basis. But I am wondering if this strategy would be viable or not. > > Also anyone has a experience in hiring a developer to telework completely from another state when you do not have previous experience working with her/him? This seems a bit risky strategy to me but I am wondering if it may attract more candidates particularly when the position is half time. > > As a current/past/future library programmer or hiring manager in IT or both, if you have any thoughts, experience, or ideas, I would really appreciate it. > > Thanks, > Bohyun