DevRel Hiring is Broken (Ep 92)

It comes as no surprise that something in the hiring of Developer Relations practitioners has become a mystery box of confusion. No standard path to follow, interviews ranging all over the map, homework assignments that go nowhere, and most conversations leading to few actual opportunities. Topics Discussed: Introduction to the Issue of Hiring in DevRel: The episode addresses the ongoing challenges in hiring for Developer Relations (DevRel), with a focus on the unique issues facing professionals in this field. Wesley Faulkner kicks off the discussion, sharing his personal experience of job hunting and highlighting several systemic issues within the hiring process for DevRel roles. Key Problems with Hiring in DevRel: PJ Haggerty highlights the broken nature of DevRel hiring, emphasizing: - Keyword-based filtering in job applications, which often misses qualified candidates. - A mismatch in expectations for the role, as companies frequently confuse DevRel with marketing, pre-sales, or customer success. - The flood of inexperienced applicants who may be interested in DevRel but lack the necessary technical or industry experience. Jason Hand adds that the mismatch between job descriptions and the actual needs of companies is another key issue, as job seekers often face unrealistic expectations (e.g., hiring for a "unicorn" candidate). Additionally, salary mismatches are discussed, where companies expect highly experienced candidates but offer entry-level compensation. Challenges with Job Descriptions and Expectations: Wesley Faulkner points out that DevRel is often not properly listed as a category in job boards or applicant tracking systems (ATS), leading to candidates being overlooked or categorized incorrectly. The language around DevRel roles varies significantly across industries, and this results in job descriptions being vague or overly broad, making it difficult for potential candidates to identify if the job aligns with their skills. Hiring Managers' Lack of DevRel Expertise: Even people within DevRel leadership positions (e.g., Directors or VPs of DevRel) often lack a broad perspective of how DevRel functions across different companies, leading to myopic decision-making during the interview process. The Role of Recruiters and Automation in the Hiring Process: The episode dives into how AI and automation are increasingly used in the hiring process, but Wesley notes that the vast array of DevRel-related tasks (e.g., social media, technical documentation, community engagement) makes it difficult to define clear keywords for candidates. Jason Hand discusses how recruiters who lack a deep understanding of DevRel can exacerbate the problem, often overlooking candidates who don't fit the narrow criteria set by automated systems, while also failing to match candidates with roles that align with their skills. The Myth of the “DevRel Influencer” and Burnout: The conversation shifts to the misconception that DevRel professionals should be “influencers” with large social media followings. This unrealistic expectation, especially from startups or new companies, distorts the role of DevRel and damages the overall hiring landscape. Wesley Faulkner also discusses how burnout is common in DevRel roles due to unrealistic expectations and the volatile nature of the profession, where individuals often jump between short-term roles due to a lack of clear objectives or proper resourcing. Job Hopping in DevRel: The issue of job hopping is discussed, with Jason Hand and PJ Haggerty pointing out that the DevRel space has a high turnover rate, often due to factors like burnout, misaligned expectations, and lack of investment in the role by employers. Wesley Faulkner links job hopping to the failure of organizations to resource and value DevRel properly, causing professionals to leave quickly for better opportunities. Solutions and Hope for the Future: PJ Haggerty concludes the conversation by noting that despite the frustration, there is hope for the future of DevRel hiring. He points out that as more documentation and resources (e.g., from initiatives like the DevRel Foundation) emerge, organizations will gain a better understanding of the value DevRel brings. They also stress the importance of clarity in job descriptions and education for recruiters about the true nature of DevRel roles. Key Takeaways: - DevRel hiring is broken, with issues including keyword filtering, unclear job descriptions, unrealistic expectations, and mismatched compensation. - Recruiters often lack understanding of what DevRel professionals actually do, leading to poor hiring outcomes. - Burnout and job hopping are prevalent in DevRel due to unrealistic expectations and lack of proper support from organizations. - Clearer definitions of DevRel and better alignment between hiring needs and candidate expectations are essential for improving the situation. - The DevRel Foundation and other educational resources offer hope for improving how DevRel is defi