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5 steps to quickly find the best software engineers on GitHub
Step 1: Create a GitHub account
Non-logged in users are very restricted as to what they can and can’t search for in GitHub, so the first thing you need to do (even as a recruiter) is create your own account. All you need to do so, is a username, your email address and a password. Then you’re in.
You can add a profile photo and your company’s name and website after, to bulk out your profile if you wish – and we’d recommend doing so.
Step 2: Search for candidates
There are mainly 3 ways for sourcing on GitHub
A/ Advanced search on GitHub
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Link : https://github.com/search/advanced
B/ X-Ray search on Google
Using the same technic as here, but these time applied to GitHub
- Example : site:github.com ("Overview" AND "repositories" AND "Stars") (Golang OR Elixir OR Typescript) PARIS
⇒ we add this wording because all GitHub profiles contain this wording (more on that here). - Or if you want to find the most popular repositories, and then search for the members of these repositories, try:
site:github.com "javascript" "paris" (“Popular repositories” OR “Pinned repositories”) -inurl:overview
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C/ Top Commits
Commits.top: Most active GitHub users in a given country
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D/ Open-source contributors
Open source projects are also a great place to look for potential candidates. Say I want the Frontend Engineer to work on a maps feature, I could search for "maps" and get a list of map repositories. From there, I can find the project with the most "forks". Say you are looking for Symfony software developers. Then Symfony on Github is a great place to start!
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And search for contributors
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The Stars section on the other hand is for enthusiasts who are "like" the project.
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Same thing for the companies you want to hire from, maybe they have a GitHub project that you can look for, and maybe you will even be able to find some engineers that will be visible on Github but don't have a Linkedin profile!
Here is the example of Flexport:
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Step 3: Start filtering the results
What to look for :
Variety : Several projects utilizing the same tech stack and tools will be less impressive than demonstrating fluency across a palette of tools. Bootcamp graduates might typically have three or four similar projects (often using Ruby on Rails). One simple way to add some diversity to a GitHub portfolio is to implement the same solution over again using different languages or paradigms. Build a game in Python, rewrite it in Java.
Completeness : Many candidates have GitHub accounts strewn with several projects that were never finished. Most employers would rather see a few repos that appear polished than dozens of sketches that need lots of attention.
Functionality : Does the code actually do what it should?
Performance : Does the code do what it should remotely well?
Readability : Those evaluating a repo are doing so under the premise that this could be the code of a future co-worker. Nobody wants to work with someone who writes unreadable code. It's a good idea to have repos reviewed for readability before sending them off, even if code compiles and performs well.
Documentation/information :A repo without a simple README is a wasted opportunity. Although the code is what will ultimately be judged, some minimal explanation of the repo and directions on usage will go a long way.
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The number of followers is a good indicator of how influential the developer is, based on his/her contributions.
- 2-10 followers - Good
- 11-25 followers - Great
- 25-75 followers - Respected by peers
- 75+ followers - Revered by peers
Contributions tab has the most popular repositories that the developer owns and has contributed to.
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⇒ Based on this, you can easily identify which programming languages the developer is an expert in, what kind of project he/she likes working on and validation from their peers regarding their contribution.
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You can find out what kind of projects interest the person and how passionate he/she is about what they do. Say, they have a day job but contribute even on Sundays towards Python-related projects, there is a good chance they will be open to an opportunity where they get to work on it full-time.
Step 4: Reach out to candidates
The easiest and most efficient way is to write them an email. Here is how you can find their personal email address (coming soon).
Step 5 : Open PRs on candidate's project and let them a surprise 🤯
Note: we add it just for the fun, even if we know some recruiters have done it in the past, we don't recommend that. A nice email is probably more than enough 😅
Did you know ?
When using Crew, you can source candidates from LinkedIn, GitHub, Dribbble, or any platform with just 1 click, thanks to the powerful Chrome extension. No more manual data entry. You can even then enrich the info, before sending multi-channels sequences (automated messages and follow-ups).
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