Talent profiles become invaluable guides before and after hiring, ensuring new employees transition smoothly into their first year.
Atomic's Ann Arbor office recently welcomed 3 new developers: Rob Bell, Nathan Papes, & Jake Silas. Each talk about their remote onboarding experience.
Always take the opportunity to ask your interviewer about the company you're considering. How long do employees stay? How will they help you grow?
A biased interview process can keep you from hiring awesome team members. We're taking action to cut the potential for harmful bias from our interviews.
Women and men tend to have different ways of communicating, and many software job descriptions are unconsciously aimed at men.
Clearly, we can’t hire everyone who applies—so what makes the great candidates stand out from the good?
I spent a lot of time reviewing autobiographies and found there a few things that make the great ones stand out.
Technical skills are important, but fitting with our team-focused consulting culture matters a lot at Atomic Object.
We believe these characteristics are what it takes — not just to develop good code — but to create great products, satisfied customers, and happy users.
An interview is a balancing act—specific questions vs. open-ended conversations, getting to know each other vs. respecting everyone's time, etc.
At Atomic, we measure technical ability not on what we need right now, but on the candidates' understanding of the tools they claim to know.
Atomic is looking to add two talented software app designers to our Grand Rapids team. We are interested in both junior and senior designers.