Even the Justice League Works Remotely

by Allison McMillan

The presentation titled "Even the Justice League Works Remotely" by Allison McMillan at RubyConf 2016 addresses the potential of hiring remote developers at all experience levels, arguing against the common practice of restricting remote opportunities to senior developers only.

Key Points Discussed:

- Overview of the Justice League as a Remote Team:

- The Justice League serves as a metaphor for distributed teams, highlighting that despite varying levels of experience and backgrounds, collaboration is key to success.

Hiring Remote Non-Senior Developers:
- Addressing the misconception that only senior developers can thrive in a remote environment. McMillan emphasizes the importance of assessing initiative, communication skills, and the ability to self-direct.
- Discusses the diversity of experience among developers and challenges the notion that junior or mid-level developers are less suitable for remote work.
Characteristics for Successful Remote Workers:
- Candidates should demonstrate several key traits:
- Initiative and problem-solving skills
- Comfort with asking questions
- Effective communication, especially when facing challenges
- Willingness to learn and grow
Creating a Supportive Environment for Remote Workers:
- Companies need to provide good management and a caring team atmosphere, including regular check-ins and a structure that supports collaboration.
Personal Insights and Anecdotes:
- McMillan shares her experiences transitioning to remote work, highlighting the benefits and challenges she faced, and the strategies she employed to succeed.

Conclusions and Takeaways:

- Companies should reconsider their hiring policies to include non-senior developers for remote roles, fostering a more inclusive workspace that maximizes potential talent.

- Despite the challenges remote work poses, individuals at various experience levels can thrive with the right support systems in place.

00:00:15.920 How's everyone doing? Good? All right, excellent. Last talk of the conference.

00:00:21.359 I'm sure everyone is pretty tired, but hopefully you'll enjoy this last session.

00:00:29.640 Let's close it out strong. Today, we're going to talk about something that really matters to many people—a topic that sparks conversation, arguments, agreements, jokes, and a variety of emotions.

00:00:37.960 We are going to talk about the Justice League. The Justice League started in 1960, and there have been many different formations and iterations over the years.

00:00:46.039 This includes the Justice League of America, the Justice League International, and several other formations of the actual Justice League team. In the last 55 years, there have been over 150 members—that's a lot of Justice League members.

00:01:03.160 Some, like Superman and Wonder Woman, were born with their powers and have been able to shape and improve their abilities over time. Others, like Batman and Green Arrow, developed their abilities, while heroes like Green Lantern and the Flash were gifted their powers and mentored to success as part of their superhero training.

00:01:15.400 And that's not the only difference among the members. The age range of the core members of the Justice League spans from early 20s to hundreds, perhaps even thousands of years old.

00:01:21.560 I think we can all agree that the Justice League has had a pretty successful run. They have beaten hundreds of enemies, foiled dozens of plots against them, and saved the world countless times.

00:01:29.360 And they accomplished all of this by working together. Even Aquaman was able to contribute sometimes.

00:01:36.439 Not only did they work together, but they also worked remotely. That's right—the Justice League is a remote team of colleagues who each work primarily at their own location and come together to headquarters for training, gatherings, and team bonding when necessary.

00:01:53.040 Not only is the Justice League a distributed team, but they've also faced other HR challenges over their 55 years of existence. They have remotely onboarded dozens of individuals over the last five decades, and not everyone was a senior superhero.

00:02:00.880 All of them come from different backgrounds, possess different abilities, and have varying levels of experience when they became part of the team.

00:02:08.440 That's what we're going to discuss today: remote opportunities, hiring remote candidates, and deciding if you want to be remote as a non-senior developer.

00:02:14.280 Did you know that the youngest person inducted into the Justice League was Cyborg? He was only in his early 20s when he started as a Teen Titan, which you could say was his apprenticeship, before becoming a part of the Justice League.

00:02:29.120 While some people believe that Cyborg was young for the team, we can also think about the more experienced individuals. There’s an assumption that senior developers make better remote hires, but that’s not always true.

00:02:41.880 Sometimes, even the most experienced folks—those considered senior and thought to be great additions to the team—can turn out to be cowboy coders and may ultimately choose to leave, much like Batman.

00:02:58.760 We already know that hiring is difficult. Yet, if you're excluding non-senior developers simply because they’re not senior, you’re missing out on potential talent.

00:03:04.480 In today’s talk, we will cover a few topics. First, we’ll discuss the characteristics to look for when hiring someone new. Then, we’ll explore what you as a company should have in place to ensure that remote developers, particularly non-senior ones, can be successful.

00:04:14.079 Next, we’ll talk about developers who want to be remote—taking a hard look at what is needed for success in that situation and discussing the right questions to ask yourself if you’re considering joining a remote team.

00:04:27.880 So, why am I talking about this? Well, I was a partially remote senior employee in my last career and have been a fully remote employee since becoming a developer a few years ago.

00:04:39.959 As a nonprofit executive, I expanded our team and created the first distributed team the organization had ever seen, often working from home to set an example and empathize with remote employees.

00:04:55.600 When I transitioned to becoming a developer, I began on a remote contract, traveling to the office two days a week, and later worked at a company where the engineering team was partially remote.

00:05:05.320 I am now fortunate to work at Collective Idea, an amazing software consultancy with several remote employees.

00:05:17.080 Being able to work remotely without being a senior developer is definitely an important topic for me. So, let’s dive in.

00:05:35.920 A recent study from SH Peril mentioned that each year, U.S. employers lose $1.8 trillion in lost productivity. Some of the reasons for this lost productivity include $90 billion due to excessive commuting and $33 billion for balancing work with caregiving for older relatives. I only picked out these two from a long list of reasons.

00:06:23.560 Another study conducted in 2014 found that 82% of remote workers reported lower stress levels while working from home, and remote work is becoming a more regular option for various individuals. A McLeod research study indicated that 55% of respondents reported being more productive when working from home, and a significant 80% said they would stay longer with their employer if remote or telework options were available.

00:06:45.880 A study from Global Workplace Analytics found that regular telecommuting increased by nearly 80% between 2005 and 2012. At Melbourne University, research showed that people who worked from home started their workday earlier, often worked three hours longer—sometimes as a result of not needing to commute—and felt more productive, energized, and less stressed with fewer distractions.

00:07:04.600 A study by the Harvard Business Review noted that some companies experienced over a 133% increase in worker productivity after allowing remote work.

00:07:14.400 As we get started, I also want to clarify and define who I'm talking about when I say non-senior. Non-senior might not necessarily mean junior—it might not refer to someone who is completely new.

00:07:22.560 It could refer to someone at a junior level, someone with a year or two of experience who is still considered mid-level, or even an individual with decades of professional experience who is simply new to the software field.

00:07:38.120 Every company defines experience level differently, so what's considered junior at one company might be viewed as senior at another.

00:07:47.880 Many companies are apprehensive about hiring remote developers, especially if they are not senior. I've seen countless job descriptions stating a company is remote-friendly, but during the first chat—if you even get that far—you may hear that the option is exclusively reserved for senior developers.

00:08:04.640 As companies, you might be open to the idea of remote workers. So how many people here have a remote or partially remote team? Nice! Now, raise your hands if you hire remote developers who are not senior.

00:08:18.720 Great! Keep your hands up if you hire remote junior developers. Yeah, notice that number of hands is decreasing significantly. How many people here would like to hire non-senior remote developers, but are just nervous about doing it?

00:08:33.560 It's a struggle, I get it. Remote junior or mid-level developers can feel like a gamble, akin to taking a stance on whether you prefer Marvel or DC.

00:08:48.080 Companies fear that the individuals they hire may sit in their home offices, struggle with problems, or not be effective communicators.

00:09:03.480 In a brief, unscientific survey posed to a Slack group primarily comprising Engineering Management personnel, many mentioned their hesitance in hiring remote non-senior engineers unless the team was entirely distributed. Even then, there was an air of caution. Three primary concerns were widely noted: companies have faced negative experiences and are hesitant to try again. After all, remote work is not suited for everyone.

00:09:35.680 While it's essential that non-senior remote work requires specific critical characteristics, just as the Justice League evaluates their team members, you need to do the same.

00:09:44.720 Here are the key characteristics to look for: First, look for someone who takes initiative. You want an individual with drive and motivation who can identify issues when they arise and will work to solve those problems. During an interview, inquire, 'Tell me about a time you recognized a problem that needed to be addressed. How did you realize this problem existed, and did you take any actions to resolve it? If so, what actions did you take?'

00:10:40.280 Next, find someone who asks questions—not just technical ones. Every new hire adds a fresh perspective, so you want someone who is comfortable voicing their opinions, even if they aren't in the room. You could ask, 'How do you feel about asking questions?' or 'Can you share an instance when you hesitated to ask a question and how you overcame that hesitation?'

00:10:59.200 Moreover, look for candidates who communicate when they are blocked. Technical questions are critical—it's vital to gauge whether an employee feels frustrated, is struggling, or is making slow, steady progress. You won't want to disrupt their momentum or your own by constantly checking in. This concern is frequently cited by engineering teams when considering non-senior remote employees. You might ask, 'Can you recall a time when you faced a challenging technical problem? How did you approach it? Did you seek assistance, and what was the outcome?'

00:11:36.520 Most companies are primarily concerned about candidates' communication skills when it comes to remote hiring, regardless of their experience level. Will the candidate communicate when they have questions, face issues, or when things are going well—especially when things take a turn for the worse? It's crucial to ask candidates about specific scenarios related to communication.

00:11:58.399 I actually recommend several related questions: One should focus on a negative situation, such as, 'Can you tell me about a time when a lack of communication led to an issue? What happened, and was it resolved? How?' Another question should explore their personal style: 'What strategies do you employ to ensure you're communicating effectively as a remote team member?' Finally, a positive-focused question could be: 'What do you think is an effective way to communicate, and how have you utilized this in the past?'

00:12:14.840 Additionally, consider the candidate as a whole person and recognize their evolution. Don't merely consider technical experience; reflect on their life experience as well. Are they switching careers, or are they totally new to the professional world? This distinction is essential.

00:12:32.480 I am a less experienced developer but have been a professional for over a decade, with half of that time spent working remotely. If a candidate is transitioning to a new career, they may possess significant prior experience and may better demonstrate strong communication and entrepreneurial skills.

00:12:43.080 Continue to evaluate candidates holistically—especially their remote work experience. If they have worked remotely before, you should be able to ask questions like, 'What were the best and worst parts of working remotely for you?' This helps you assess their effectiveness as a remote employee.

00:13:03.600 If a candidate has no prior remote experience, you can assess their expectations by asking, 'What do you think will be the best and worst aspects of working remotely?' Someone who claims to love remote work merely because they can lounge in their pajamas raises some concerns.

00:13:12.160 Finally, seek candidates who are interested and invested in continuous learning and can self-direct their development. I encountered numerous companies during my job hunt that expressed the desire for individuals who can learn effectively—a rather vague quality.

00:13:28.760 I found it frustrating that seldom did any company inquire about my previous experiences in learning new skills. A great question to ask here would be: 'Tell me about a time you needed to learn a new skill, technical or otherwise. How did you identify that you needed that skill, and what steps did you take to learn it?'

00:13:44.920 In summary, you want to find someone who takes initiative, asks questions, communicates when blocked, communicates generally, understands professionalism, thoughtfully considers remote work, and is eager to keep learning. Considering these candidate characteristics, you should also evaluate your interview process to ensure it genuinely reflects the kind of person you're looking for.

00:14:06.560 This conversation could easily become a separate topic, but if you're worried that a non-senior remote employee may not communicate effectively, a take-home code challenge will likely not help you gauge that. For each characteristic discussed, I suggested a potential question to ask.

00:14:25.680 Behavioral and situational questions are crucial—they're also hard for candidates to answer, and probably questions they haven't encountered previously. This will give you a good sense of how they communicate, especially since they likely won't have rehearsed answers.

00:14:48.080 During my job hunt process, I was asked the question 'Tell me about yourself' dozens of times—truly dozens! By the latter stages, I could recite my story while not even paying attention to the exact words leaving my mouth. I could skim my resume and answer interesting questions about myself, so I implored interviewers to move on to more valuable inquiries.

00:15:08.120 Another common concern for employers when considering remote hires is understanding what they need to provide. How many people here feel equipped to bring non-senior remote individuals onto their teams? Not many? That's good! I've got news for you—if you find someone with the characteristics previously discussed, what you need to provide isn't as daunting as you might think.

00:15:36.440 Bringing on a remote non-senior developer is akin to hiring a non-remote one. First, you need a good manager. Sometimes I believe this is one of the hardest aspects to meet in tech or most industries because good managers are challenging to find and even harder to retain. However, a solid manager can significantly impact the career trajectory of a newer developer.

00:16:08.920 Next, you need to form a kind, caring team. Don't underestimate the positive impact of constructive feedback, encouraging code reviews, and pleasant pairing experiences. Conversely, an emotionally unintelligent team can have a detrimental effect on a person's confidence and their ability to do their job successfully.

00:16:27.240 Once you've sorted out those two factors, the other two are fairly easy: periodically check in with the remote employee to ensure they’re engaged—not forgotten. And, please don't hire a non-senior developer if it’s your first remote hire because that experience will likely be cumbersome for everyone.

00:16:51.760 Now, how many individuals in this room are interested in either moving into a remote role or currently enjoy their existing remote role? According to a 2015 Gallup poll, 37% of the U.S. labor force works remotely, and that number is only rising.

00:17:14.140 While many developers at every experience level view remote work as ideal, there are critical questions you need to ponder before making this choice. Many developers believe that working remotely is the ultimate dream—sometimes it appears so, given the possibility of working from beautiful beaches, exotic countries, and exciting places.

00:17:38.480 For me personally, one of the perks of working from D.C. is the option to work from the Renwick Art Gallery or any of the Smithsonian museums for free. It surprisingly provides decent internet connectivity.

00:17:56.680 However, just like others, I reflected carefully on my choices, weighing the benefits and disadvantages of working remotely as I transitioned into my current role.

00:18:17.760 I recently posed a question on Twitter, asking people to share their favorite and least favorite parts about working remotely. Yes, I know this isn't a Marvel or DC-themed slide! Among the popular responses for most favored aspects were: no commute, the flexibility to live anywhere, family involvement, having a peaceful workspace, less strict dress codes, and comfortable office settings.

00:18:51.920 On the other hand, responses about the least favorite aspects included challenges with communication, limited social interactions, missing the office atmosphere, and feelings of isolation.

00:19:05.360 Loneliness, or some form of isolation and lack of social engagement, was mentioned recurrently—almost by everyone who responded. It is important to acknowledge that remote work may not suit everyone, and thorough consideration is needed before deciding to work remotely.

00:19:23.440 So, first, ask yourself if you ask questions. It is incredibly easy to become hesitant when you're remote; you cannot always see what others are doing, nor do you know whom to direct your questions toward. It can be intimidating to post a question in a large Slack channel—what if no one replies?

00:19:42.640 How often do you find yourself reposting your query? It's crucial to ask plenty of questions and force yourself to overcome your apprehension—whether in Slack channels, private messages, or during meetings. When I began my journey, I set a goal to ask 100 questions a week. I emphasized asking questions to accomplish this goal, helping me to gain confidence.

00:20:04.560 Next, seek feedback on how long to persist in solving problems. Figuring out when to reach out for help in a new environment can be tricky. This varies between companies, especially when you cannot see how colleagues are faring. It's essential to keep accurate notes of tasks and their completion times to review with your team or manager.

00:20:25.680 Identify which tasks warrant more time investment and which require quicker requests for assistance. Setting aside time for pairing is also beneficial; I found pre-scheduled pairing sessions with teammates immensely useful.

00:20:52.080 Sometimes we utilized this time to finish tasks I'd nearly completed, while other times, it was set aside to initiate new, challenging projects I knew I needed help on to devise a plan and move forward effectively.

00:21:11.240 Regularly scheduled pairing times boosted my chances of receiving the help I needed without worrying about being bothersome to others.

00:21:28.679 Additionally, discuss what isn’t working; be prepared to suggest solutions. Challenges are inevitable, so you must address and identify barriers, seeking ways to improve your experience as an employee over time.

00:21:49.920 Proactivity is critical—come armed with solutions that your teams can try. With remote developers of various skill levels becoming more common, offer suggestions, and start somewhere to iterate later.

00:22:05.799 Finding ways to bridge the gap created by remote work is crucial. Working from home can often lead to missing out on the casual chatter, overheard conversations about technical aspects, and informal exchanges.

00:22:22.560 Moreover, it’s vital to remain social and make the effort to connect with colleagues. I personally aim to co-work once or twice a week and engage with a sizeable group of remote workers in the D.C. Metro area.

00:22:40.960 For instance, we often co-work on days when we have a meetup scheduled for that evening.

00:23:03.360 It's also imperative to critically assess your capacity for self-direction. Can you manage a whole day independently? If you encounter an obstacle, can you develop ideas or resources to work on until assistance becomes available?

00:23:27.600 You must be honest with yourself about this facet; if you find yourself easily distracted, or if you hesitate to pose questions on platforms like Slack or company chat, remote work may not be the right fit.

00:23:47.200 In addition to personality-related inquiries, essential technical considerations also arise. Have you attempted to engage in a full day of software development with a poor internet connection? It’s a frustrating experience.

00:24:02.800 Stable internet is necessary to be a productive remote teammate; you'll likely be pairing and engaging in many video meetings that require significant bandwidth.

00:24:18.680 Invest in quality headphones with a microphone that allows you to hear better while minimizing background noise.

00:24:39.080 So, in summary, ask questions, request feedback, schedule pairing sessions, address issues proactively, fill the gap created by remote work, be self-directed, secure a strong internet connection, and obtain good headphones.

00:25:05.920 Just as companies should customize their interview processes to select the right candidates, a new employee should determine what they expect from a remote job.

00:25:24.080 Ending up in the wrong remote company atmosphere can be incredibly isolating and may have negative implications for your confidence and growth potential.

00:25:41.720 It's essential to identify your must-haves and nice-to-haves, write them down to keep in view during the chaotic job hunt, and consider what questions to pose to potential employers.

00:25:59.680 Some of my favorite questions include: 'What’s the best aspect of working with this company?' and 'What do you wish to improve the most?’ 'How often do you gather your team in person, and what do those gatherings look like?'

00:26:18.040 Additionally, you should inquire about how the company supports remote employees to ensure they remain included, along with questions about onboarding: 'How does it work? How are employees ramped up regardless of experience level?'

00:26:36.040 Moreover, asking potential managers about what they consider the most important traits for effective management helps set expectations.

00:26:50.960 You can also pose behavioral interview questions. For example, 'Describe a time when a remote hire did not succeed. Why do you think this occurred, and how did you rectify it?' Or, 'Can you share an experience of mentoring or pairing with a remote less experienced developer? What went well, and what were the challenges?'

00:27:06.760 If I'm interested in a company but uncertain, I often introduce some of these behavioral questions to gather real-life examples. Similar to how employers ask candidates uncomfortable questions, most interviews haven't covered these kinds of inquiries.

00:27:22.320 By doing so, you'll receive more honest responses since candidates are unlikely to have prepared rehearsed answers.

00:27:36.960 Today we’ve traversed a lot of topics. Many companies fear hiring non-senior developers, and they must focus on identifying the right characteristics in candidates.

00:27:53.880 Developers, too, must critically evaluate their working styles and expectations to determine if they possess the confidence, courage, and eagerness to be effective remote workers.

00:28:05.920 We may not have a boom tube or superpowers to facilitate team communication, and it's hardly as simple for us to fly or use our invisible jet to convene. However, we do have an array of tools at our disposal, and we can still have successful remote teams comprising members with varying experience levels.

00:28:21.040 So, the next time you encounter a talented individual possessing almost everything you desire but who may be slightly less experienced technically, consider the possibilities.

00:28:36.640 You could miss out on a new perspective, a great communicator, and a person who can enhance your team in unique ways. If you spot an opening for a remote developer position that intrigues you, evaluate your personality to gauge your potential for success as either an employer or employee.

00:28:53.960 A fantastic opportunity might present itself if you align with the right questions. Remember, even the Justice League works remotely.

00:29:05.280 Thank you! Now I have some time for questions on distribution and policy.

00:29:35.280 So, it's been different at a couple of companies where I’m at currently; it's just east coast through central. I believe the last company I worked for had operations from the West Coast through Amsterdam. I’m not entirely certain of their exact time zone.

00:29:49.680 Different companies have varying rules, so you need to ascertain what works best for your organization. I feel that a company with a minimal time difference might not want a substantial gap—indeed, a 12-hour difference seems impractical.

00:29:58.000 However, I think if companies experience issues with just a three-hour difference, and they claim to be remote-first or remote-friendly, that raises a red flag for me.

00:30:09.760 It indicates a possible lack of asynchronous communication, and it might suggest that some kinks haven’t been ironed out.

00:30:21.440 This varies at each company. For example, my personal standard that seems to work with my team is to spend 30 minutes on easier tasks and 45 minutes on more challenging or complex matters.

00:30:32.240 However, it depends entirely on the organization. At my last company, if I faced an easy task, it could take me as little as five minutes.

00:30:39.920 Additionally, some colleagues might require more context when seeking assistance. I needed to outline my efforts, such as where I was struggling, what solutions I'd pursued, and which resources I'd found.

00:30:51.120 It's important to develop a direct conversation about task duration and collaboratively understand what is appropriate.

00:31:02.880 All right, thank you! I'm around for a little while longer, so feel free to come by and chat.

00:31:15.680 Thank you!