How do you onboard software engineers the easy way? By using Edify!

Instead of asking, what tools do your engineering squads need to help them write code, the organization should ask what do developers need to do their best work?

Understanding engineer engagement and how you can intervene to reduce churn in your engineering organization.

As more data comes out about the Great Resignation, we’ve learned that quitting and hiring trends are very different between industries. The main drivers of resignations have more to do with a surge of retiring seniors quitting the workforce earlier than planned, and service industry workers switching jobs for better pay and higher expectations.

If the engineer is burnt-out and disengaged, this conversation is an opportunity to learn as a manager, what’s failing your employee, and set a goal for improvement for the next year.

Ultimately, employees are the ones who make the decision about staying: if the pros of a company outweigh the unknowns of trying someplace new.

Engaged developers will be less susceptible to the inbound interest from external recruiters in this intense job market, thanks to the more connections they make through integrated onboarding.

Engineers want to know what to expect from their new professional setting. Finding out that the rosy picture painted during the hiring process isn’t true calls into question if they’re starting on a level playing field with their hiring managers and coworkers.

Ultimately, the consequences of not onboarding well have negative impacts on tech leads, engineering teams, and hiring managers. A poor onboarding plan will undermine all the investment and effort put into the long hiring process.

Find out how DevOps principles can be applied to people and team management, what the future of work holds and so much more!

We designed Edify to help engineering teams build and sustain their culture. By using Edify to onboard and level-up your team members you have a tool that helps you build, communicate, track, and maintain your engineering culture; automating repeatable processes, and creating consistency across your engineering organization.

In this podcast episode, Edify's CEO and founder talks about equitable engineering onboarding.

In this InfoQ podcast, Edify CEO and founder Kristen Buchanan talks about new approaches to engineer onboarding and reducing time to productivity for new hires.‍

Developers want to be part of a supportive community that values their perspectives and contributions.

Edify Founder and CEO guests on The Next Wave Podcast - a weekly podcast show that talks about the latest news and trends in AI, blockchain, IoT, and cloud with founders and innovators building the next wave.

Edify’s Founder and CEO chatted with Qualifi CEO and Co-Founder Darrian Mikell on removing friction in recruiting.

As tech companies try to retain their talent during this Great Resignation, there’s a growing consensus that the reason so many workers are quitting stems from their expectations no longer lining up with the expectations of the organization.

Take a look at our recent product updates as of October 8, 2021!

A healthy engineering culture will make or break a company’s hiring goals. Before posting that job opening, the first step should be understanding the state of your current engineering culture.

Listen to Edify's CEO and Founder as she shares about her journey from onboarding tech companies' new hires to building the operating system for engineering teams.

When the stakes are high — and they always feel high during a product launch — you’ve got to understand what you’re trying to improve before you can improve it.

How does a company that specializes in technical onboarding create its own program for software engineers? At Edify, our secret sauce is a mix of our own product – eddy – with our philosophy on technical onboarding.

If you aren’t asking HR to code, why are you asking HR to lead engineer onboarding?

In this Forbes article, CEO and Founder of Edify shares about successfully onboarding software engineers remotely.

Finding the right team members takes time and money. Training your new hires can stop your most valuable resource from walking out the door.

For our third collaboration, Edify CEO sits with Engineering Coach Anjuan Simmons of Help Scout to talk about engineering philosophy and how engineering things are run.

Edify CEO Kristen Buchanan shares how a mentor challenged her to turn her tech consultancy into a software solution!

Edify CEO discusses the frictionless way to onboard software engineers on the latest Angelneers podcast episode!

Software engineering teams are some of the most significant teams inside an organization. Building engineering teams is crucial because they bring great value to any business.

In this second collaboration article, Edify CEO talks with Blend Me Inc Co-Founder on consulting with fully remote or fully distributed teams.

That means growing popularity for platforms that allow teams to co-work, collaborate, and see each other on regular basis apart from video conferencing tools.

In this first-of-our-series collaboration post, Edify and TeamUP Staffing discuss why functional onboarding matters when working with HR and recruiters.

Onboarding is more than just checkboxes and paperwork for your new developers. With so much of the focus placed on practical knowledge, managers can overlook the intangibles important to the onboarding process – such as equity, work culture, and inclusivity. 

The technical sector has the highest turnover rates. That’s a fact.

Poorly designed escape rooms are similar to bad onboarding experiences. Missing information, confusing language, or unclear goals can leave negative experiences - all of these contribute to a high turnover rate of skilled software engineers.

At Edify, we believe that technical solutions and AI can be integrated into the learning experience at all levels. While eddy is designed to elevate and enhance the experience of human-to-human interactive learning, we also know that we can leverage the unique strengths and attributes of an AI solution to build a more robust learning experience for our customers.

Problems are not static, so we are constantly looking for ways to get feedback from our customers, both on the features they are using today, and those we are prototyping to build. We are focusing our user research on the areas where building new products are risky.

The engineering onboarding software company looks toward rapid growth.

The engineering onboarding software company increases developer productivity by improving the new hire experience.

Engineering and technical teams aren’t for corporate matters. So when a new software engineer is being passed on from HR, team leaders tend to take full responsibility for making sure a new hire becomes a contributing member as soon as possible - and it’s not easy.

Eddy can keep your team focused while new hires onboard with quality and the assurance that they aren’t tossed in the wild and left behind.

In any tech onboarding program, the general consensus is that new technical employees should be fully operational and independent within the first 90 days of their employment. But for most developers, this crucial 90 day checkpoint simply isn't reached. We break down how companies can set 30, 60, and 90 day goals to get technical new hires up to speed in less time.

One thing that metrics and onboarding systems don’t always address is trust. Specifically, at what point can a manager trust their new hire to own their new role?

Our team defined four essential pillars of any successful onboarding program. Does your onboarding program incorporate all four?

We've seen through experience that cookie cutter corporate onboarding programs aren't enough to support new software engineers and help technical teams thrive. Our three layer cake model easily outlines the essential parts of any technical onboarding program.

If you’re a startup tech company, or are looking to overhaul your onboarding system, it’s important to start with the foundations of good onboarding. Specifically, understand the difference between technical onboarding and orientation.

Rather than spending so much energy wanting HR to get onboard or get out of the way, we think it’s time to take a different approach.

While some companies are resuming in-person work, many tech teams are still operating from their independent home work spaces. The adjustment to remote work has left many managers disconnected from their teams.

When it comes to onboarding, "blind spots" are inefficiencies within the program that slip through the cracks.

To retain top-notch people and enable their best work, you need more than traditional company onboarding. A smooth transition from hire date to the one year mark requires a framework and process that communicates exactly what the employee needs to know, when they need to know it, in a way that will create a lasting impression.

Whether it's friction between team members, high turnover, or questionable behavior from a team member – even one who is a high performer – team obstacles are inevitable. A defined engineering philosophy can help teams navigate these obstacles and find the best path forward.

Onboarding mistakes happen. I’ve seen them with many of my clients, and I’ve made some myself!So, as I look back on the year, I’d like to share some examples of what the Edify team and I call “onboarding bloopers.”

I’ve seen through experience how thoughtful, strategic onboarding helps companies retain employees and reach new levels of success.

It’s no secret that my company Edify is all about onboarding, and our team was recently reminded of how much proper onboarding can lead to employee success.

New hire onboarding offers a unique window to address questions of equity head-on. Each time a company hires an employee, they have the opportunity to ensure the onboarding process is inclusive and equitable.

The cost of an employee doesn’t just include that worker’s salary. It’s a combination of the salary paid, the money and time invested to train that employee, and the cost of replacing them when they eventually leave the position.

When it comes to bringing high-quality talent to the team, there’s one question that should be at the top of any director’s list: How exactly do organizations encourage their technical talent employees to stay for the long term?

There’s really no way of getting around it; bringing on a new employee reduces the productivity of the team overall for a period of time.

When you can’t rely on your company to set you up for success, how can you ensure you have what you need to thrive in your role?

So often we see managers struggling with the holding pattern that comes with hiring. Even the best of managers can be left scrambling to collect onboarding materials at the last second, potentially missing important details along the way.

Email struggles apply to just about every realm in the working world, but they have an important impact on the workflow for the onboarding process.

Most companies assign a buddy to every new hire on the team. But how that buddy is trained, supported, and empowered is essential to their effectiveness in helping the new hire. Learn all about what buddies should focus on here.

Long before the Coronavirus outbreak, our team already noticed a trend: more and more companies were becoming more comfortable with remote team members.

When we focus on Learning and Development in employees, it can be easy to view the process as "training" rather than "teaching". But in reality we don't really train employees, because we need them to develop their skills over time.