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Nerdability: A retrospective

In 2011, I came up with the idea to build a web based platform that lets developers and technologists build better CVs.  The idea was that as a technologist, we have a prety big online footprint that represents our skills/interests/experiences much more than a traditional CV that just rattles off academic achievements and work experience.



As a technologist applying for jobs, I wanted to make my CV stand out, and figured I have a StackOverflow profile that could demonstrate my knowledge & communication skills, I had Google-Code/GitHub/BitBucket projects which showed examples of my code, OSS contributions, technologies I have used plus then LinkedIn, blogs, Coursera courses, Geeklist.. the list goes on - and more importantly, these were things that were all changing much faster than my traditional CV was.



On the flipside of that, as an employer trying to recruit technologists is really hard - CV screening doesn't rule out many candidates, and beyond that you are left to navigate technical tests & interviews which are fraught with difficulties in trying to really assess whether someone is actually fir for a job.


Nerdability started life as an idea that was entered in a cloud competition to build a webapp (some details here originally called NerdStar) - which it won.  I then recruited two co-founders and we re-wrote a bunch of it (originally all data persistence was mongo, but switched that to relational) and launched it to the public!


In January this year (2015) we retired the application, we had somewhere in the region of 800 users signed up (with no active/paid marketing).  We have currently parked the page and a basic user profile tour on nerdability.zz.vc and are in the process of moving this holding page back to nerdability.com.



Things that went well

There was a lot of great things we learnt/that came out of the project, here are some highlights:

We contributed to OSS - During development I created a Spring-Social implementation for Khan Academy API and for the GeekList API - both of which are now listed on the Spring site as community projects.

The content driven marketing - As mentioned, we didn't do any marketing, just a few tweets, etc - but the big win was the blog. We setup a basic blog over at blog.nerdability.com (still up and running!) using blogger for hosting and just posted tech articles - tutorial type stuff plus more link-bait-y type stuff like new years resolutions for developers, or getting hackathon projects into production - and the blog drove lots of our traffic.  The beauty was the people who visited/discovered our blog were a perfect match for our target demographic, so we just had plenty of placements for nerdability and the users just trickled in!  The link-bait stuff would give us spikes of traffic, but the tutorial/how-to stuff still drives a few thousand unique views a week.

User response - The user response was good, we had a fair few early adopters who liked what we were doing and blogged/tweeted positively about the project.



Things that were hard

Competition - The weekend we were due to launch, I got an early beta-invite to StackCareers - with an almost identical value proposition, but they already have money and a massive developer community.

 Two-sided marketplace problem - so we started getting users signed up, but there was little engagement as users couldn't really do much with their profiles - we had not companies/jobs listed, so beyond just sharing their profile links there was not much they could do.  We were working on the company integration when we finished, but didn't get into it.



Conclusion

In the end, the three of us weren't at the right place/point in time to go into the project full time (family stuff, wrong career stage etc). However, I still believe there is a good business model in the idea, and still think that even if it was setup today it could be successful.  Despite the community and backing of StackCareers, I don't think they have really nailed it, and seem to have stagnated at a slightly improved jobs board - but not really using the intelligence/information to really improve the recruitment process and take any burden of employers/interviewers (which is where I think one of the big wins is for the model)
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GitHub as a CV (GaaC)

Over the recent year or so, as it has become more popular throughout the tech industry, there has been a growing amount of discussion around the idea of "GitHub as a CV" - the idea of using your online tech footprint, primarily for most people in the form of your GitHub profile, as a CV and a better representation of a potential employees ability/preference/mindset etc. There has even been a GitHub project that can automatically create a CV for you based on your profile: http://resume.github.io/ (here is mine - depressing that Coldfusion features so highly in the stats though!).  Over at NerdAbility we have really taken that idea forward (incorporating other sites like BitBucket, GoogleCode, Coursera, LinkedIn, StackOverflow, etc) and is obviously something that we think is a good idea.

But its a bad idea..

A big argument against it is that it furthers the already engrained bias towards white men. If you look at the demographic of the most active GitHub profiles there is no denying the common pattern.

I agree completely - that using GitHub as a filtering mechanism or pre-requisite for a candidate sucks. You really shouldn't do that. I have had conversations with agents where they have told me that a client only wants to see candidates who contribute to OSS, and I have declined. It doesn't qualify a candidate as being half-way competent and rules out lots of very competent people who don't have spare time to work on OSS (multiple jobs, family responsibility).


Just another data point..

I guess this is really the point here. You shouldn't rule out candidates because they don't have GitHub accounts, just like you shouldn't rule out a candidate for not having a degree etc.  I think we can all agree tech recruiting is hard, and its really hard to assess whether someone is actually a good developer and not just blagging it - so a computer scientist, I'm grateful for as much data to help with this decision as possible.

It's not that a candidate with an active GitHub profile trumps one without, but it means that its another point in an interview that we can try and use to tease out  a little bit more of an insight into the candidates skills, interests, passions.

GitHub is another point on your CV (if you are fortunate enough to have the time to setup and contribute to a GitHub profile) - just like your academic achievements and career history or anything else you choose to put on there.  If you have an interesting project it can be a talking point for an interview, in much the same way an interesting role on your CV would be.  From my point of view, I love going into interviews and hearing that the interviewer has checked out my projects on GitHub, and when the inevitable "tell us about an interesting/challenging/etc project/problem you have had" comes up, it's great to be able to talk about projects on GitHub that they have seen - not just because I know the project well, but also it will inevitably be a project that I am passionate about (otherwise I wouldn't be doing it in my spare time!).


We shouldn't be demanding OSS contributions, or set online profiles, or StackOverflow credibility - but we probably shouldn't be dismissing it as irrelevant.
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