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In March 2000, I launched the website by making the very shaky claim that most people are wrong in thinking you need an idea to make a successful software company: .

The first time you try to fill an open position, if you’re like most people, you place some ads, maybe browse around the large online boards, and get a ton of resumes.

Unfortunately, you can advertise in all the right places, have a fantastic internship program, and interview all you want, but if the great programmers don’t want to work for you, they ain’t gonna come work for you. So this section will serve as a kind of field guide to developers: what they’re looking for, what they like and dislike in a workplace, and what it’s going to take to be a top choice for top developers.

The standard job application, a cover letter and a resume, is a phenomenally weak way to introduce a candidate. It gives you only the faintest clues as to the quality of an applicant.

It happens all the time. We get a resume that everyone thinks is really exciting. Terrific grades. All kinds of powerful-sounding jobs. Lots of experience. Speaks seventeen languages. And saved over 10,000 kittens!

A motley gang of anarchists, free-love advocates, and banana-rights agitators have hijacked out of Puerto Vallarta and are threatening to sink it in seven days with all 616 passengers and 327 crew members unless their demands are met. The demands? A million dollars in small unmarked bills and a GPL implementation of WATFIV, that is, the esteemed Waterloo Fortran IV compiler. (It’s surprising how few things the free-love people can find to agree on with the banana-rights people.)

Inheriting an existing team is sort of like being a dentist with a patient who hasn’t been to see a dentist for about twenty years, and various teeth are starting to hurt. You’re going to have to do three things: