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Site Reliable Engineering

When software moves from test to production release, making sure it runs properly is the job of the site reliability engineering team. Sometimes the production environment is different from the development and test environment, so the application doesn't have the same performance it had during test. Sometimes there are more users than anticipated, and the application doesn't scale up. Sometimes real-world data causes problems that test data didn't uncover. Whatever the issue in production, site reliability engineers need to figure out the cause of the problem and put the necessary changes into place to make the application successful.

At some companies, the SRE function is called DevOps, because it's all about moving applications out of development and keeping them operational.

Monitoring and Planning Ahead

 A lot of the site reliability engineer's role is about keeping an eye on the system and planning for issues. For an SRE, the "system" means the entire system, including the application, third-party software, the hardware, and the network. The SRE team monitors the system to make sure it meets availability and responsiveness requirements.

The team also looks to the future of the system. They make sure any planned changes, to any component, minimize impact to users.  They review capacity and come up with plans for expansion. They also have the responsibility for dealing with unplanned downtime and planning for disaster recovery.

Site Reliability Engineer Skills

 Technical skills

Site reliability engineers need solid software engineering skills. They need to understand how software works and how different software products interoperate. SREs often write complex scripts to automate operational tasks. But they also need to bring a broader perspective than just application software development, and understand networks and system administration.

Non-technical skills

Site reliability engineers need to be creative thinkers and problem solvers, who can work under pressure to figure out a system problem and create a solid solution for bringing things back under control quickly. They need to be analytical, to review data about system usage and system problems, in order to develop plans for the future of the application.

Communication skills are important; SREs need to be able to ask questions of other technical teams to figure out the problem and also to explain to management both the problem and the solution. SREs are part of a team and need to be able to work with a variety of colleagues.

Site Reliability Engineer Career Path

 In some cases, SREs choose to strengthen their software engineering skills and move to the software engineering team to create the future of the application. Other SREs choose to develop their system engineering skills and continue to work within site reliability engineering. For those who are interested in management, success as an SRE can lead to firm-wide responsibility for managing infrastructure and shaping the future of the enterprise.

Published in Staffing News

best practices external recruiters

The competition for top talent is on the rise, and IT managers are looking for the most effective ways to find and hire top candidates. One of the best strategies for bringing in IT talent is to work with a third-party recruiter that specializes in the tech industry.

External recruiters can help you relieve the burden of talent management by sourcing highly qualified candidates for your open positions, quickly and cost effectively. But like all business solutions, there are things you can do to leverage your relationship with an external recruiter and ensure a smoother process with improved results.

Here are some of the best practices for working with third-party recruiters, temporary and staffing agencies to bring top IT talent into your organization.

Make talent acquisition a priority

When you’re looking to fill an open position, finding the right candidate quickly is a top priority. Professional external recruiters will understand this, and do everything possible to ensure that the recruiting process takes the least possible time.

However, it’s essential to keep in mind that finding high-quality candidates is a time- and labor-intensive process. You should expect a high-priority candidate search to take around six weeks — and during that time, be prepared to prioritize dedicated time and resources to the process on a daily basis.

Keep communication lines open

Staying in touch regularly with your external recruiter is crucial for the success of your talent search. In order to maintain strong communication and cooperation, the following best practices are recommended:

  • Maintain a direct working relationship between the third-party recruiting team and the decision makers in your company, without relying on “gatekeepers” to relay communications.
  • Be responsive, returning important calls and emails within one business day of receipt — particularly when a decision is required.
  • Deliver timely, detailed feedback on interviews and candidates submissions, also within one business day.

Maintaining a high sense of urgency and responsiveness throughout the recruiting process will enable an external recruiter to deliver the timely results you want.

Have realistic candidate expectations

Every IT manager wants to hire the “perfect” candidate — but keeping your expectations reasonable and realistic is essential for success. In order to ensure that your positions are marketable, and you receive an adequately sized candidate pool to choose from, work with your external recruiter to develop:

  • Quality job opportunities that will interest top candidates
  • Well-written, streamlined job descriptions with the best chance of being read
  • A strong employer brand that attracts the right candidates with good cultural fits
  • Realistic sets of desired skills and competencies (no “purple squirrels”)

The Armada Group is committed to the success of your organization. With our top-priority requisitions, you’ll receive at least one qualified candidate for your review within 48 hours of initiating the talent search process, or a progress report detailing key findings for further discussions. Contact us to learn more about our IT talent recruitment solutions.

Published in Recruiting

automation engineer

Today’s IT professionals have a diverse range of career paths, options, and specialties to choose from. If you’re creative and detail oriented, enjoy working with machinery, and want a well-paying job with plenty of opportunities, you may be a good candidate for a career in automation engineering.

What is an automation engineer?

Automation as a field involves creating and applying technologies that control or monitor production and delivery. There are automation opportunities in both product- and service-oriented industries. Two professional associations, the International Society of Automation and the Automation Federation, are involved in promoting and supporting the field of automation.

The duties of an automation engineer include designing, programming, simulating, and testing automated machinery or processes that are intended to complete precise tasks — for example, robots used in packaging, food processing, or vehicle manufacturing. Automation engineers work with automated machinery from concept to prototype, and are responsible for providing detailed documentation including design specifications that enable the production or application of their products.

Educational requirements for automation engineers

In the United States, there are not many degree programs specifically offered for automation engineering. Most automation engineers start out with a bachelor’s degree in either electrical or mechanical engineering, which may include courses in relevant subjects such as robotics, fluid dynamics, statistics, and databases. Some automation engineers continue to earn master’s degrees before entering the job market. The bulk of relevant automation engineering training is then gained through hands-on career experience.

Licensing and certification for automation engineers

As with most IT fields, licensing or certification can enhance your prospects for landing a career in automation engineering. One of the most popular certifications in this category is the control system engineer license, which demonstrates an understanding of instrumentation and automated controls.

Obtaining status as a certified control systems technician can also qualify you for a wider range of career opportunities, as more than 40 organizations that use automated systems recognize this title. The top level certification for automation engineers is certified automation professional — a title held by only around 400 professionals in the world.

Important skills for automation engineers

According to the U.S. Bureau of Labor Statistics (BLS), the following qualities are required for automation engineers:

  • A firm understanding of software development and computer programming
  • Equipment troubleshooting skills
  • The ability to perform complex system tests
  • Creative thinking and detail oriented
  • Excellent manual dexterity
  • Strong communication skills to support interactions with other members of the development team

Employment outlook for automation engineering

Manufacturing is moving increasingly toward automation, and the demand for qualified automation engineers is rising as more manufacturers turn to automation for efficiency, cost savings, and increased output. A survey from Automation.com reports that the average annual salary for automation engineers is $103,910.

Published in Recruiting

12 Work Life Balance Still Exists Fact or Fiction

In the not-too-distant past, work was something you went to five days a week, and left at the office on weekends and holidays. But today’s business world is dominated by always-on technology, and the boundaries between work and personal life are increasingly blurred, if not obliterated.

It may be logical to believe that company expectations for employees to be constantly available are the cause of eroding work-life separation, but even in demanding companies, this isn’t the sole reason. Human nature and societal norms contribute significantly to the disappearing divide between work and home — and as a consequence, we’re focusing on the wrong problems.

What causes work-life imbalance?

There are real business reasons that most employees are unable to separate eight hours a day from the rest of their lives. Email is one — it’s omnipresent, available anywhere there’s a connection, and most employers don’t think twice about expecting their staff to keep up with email at all times. There’s also the globalization of business, and collaboration with co-workers and partners in various time zones that skew the start and close of the “business day.”

In addition to the modern corporate environment, the nature of people encourages a blending of work and life. American employees take pride in hard work and self-sacrifice, and many people thrive on being needed. Furthermore, some work activities — such as opening a new, unread email — influence us chemically, releasing dopamine that makes the action addictive.

Finally, exceptional employees are always working, even outside the office environment and without being required to. For many people, dedication to great job performance means constantly thinking up new ideas and planning ahead. This process naturally works itself into everyday life.

Conquering the work-life balance myth

In order to successfully address the issues surrounding work-life separation, we first need to accept that separating them is impossible for most people. The good news is that blending work and personal life doesn’t have to mean erasing your identity as a person, eliminating all free time, or becoming defined by your job.

What is the best solution for achieving both professional and personal satisfaction? For many, the answer is to embrace the blurred lines, and strive for a work environment that grants more control over personal time with flexible scheduling. The typical nine-to-five workday is practically extinct — and the best way to thrive in the modern business landscape is to get rid of rigid boundaries and time clocks, so the stress of “balancing” personal and work life is eliminated.

Any employer looking to provide work-life balance for their employees should institute a more flexible scheduling process. Despite beliefs to the contrary, studies have repeatedly shown that workers who have more control over their schedules are more productive and motivated, produce higher quality work, and have a greater sense of loyalty to their organization.

There are several reasons why flexible scheduling is so effective. One is that allowing greater control over work schedules allows employees to work at their personal optimal times, rather than conforming to a one-size-fits-all, eight-hour shift. Some people are much more productive first thing in the morning, while others don’t really get into gear until the afternoon.

Another, perhaps more impactful reason this arrangement works is the blending of personal and work time a flexible schedule allows. When employees can take time off in the middle of the work day and make it up when it’s convenient, they’re able to accomplish personal tasks they’d otherwise have to skip with a rigid schedule — like getting school-aged children on and off the bus, banking, attending personal classes, or caring for elderly parents. This allows employees to reduce or eliminate the personal stress that would otherwise affect their performance at work.

It’s in the best interests of any company to care for their employees as a whole person, rather than an eight-hour chunk of labor. By allowing and encouraging overlap between personal and professional lives, your company can bust the work-life balance myth and achieve a truly happy, productive, and loyal workforce.

Published in Staffing News

05 Top Ways to Bridge the Gap between IT and Customers

The idea that the IT staff remains tucked in the back room surrounded by machines, emerging only when some technical problem occurs that no one else understands, is rapidly becoming a myth. Today’s IT shops are moving toward greater collaboration, with the understanding that when users and IT work together, better systems result.

Increased collaboration between IT and customers is best-accomplished through greater integration with the rest of the business. This organizational collaboration can not only improve the technologies being used, but also help IT pros advance their careers through better soft skills and more recognition.

Here are four ways your organization can bridge the gap between IT and its customers, whether they’re business users or company clients.

Partner IT staff with other departments

In an organization with multiple departments, IT typically serves a function for all of them. One of the best ways to bridge tech people with the rest of the company is to assign IT staff to a specific department, allowing them to partner with a business unit and focus on solutions for that unit.

By working directly with another department, IT can solve problems more efficiently. In these types of partnerships, technology may actually be the last solution IT turns to — the partner should first consider whether the issue can be solved by bringing in different people, or implementing new processes. This improves IT efficiency, reduces costs, and diminishes wasted time and resources.

The partner approach can also help IT professionals enhance their careers. Opportunities to work directly with another department allow them to broaden their soft skills and increase problem-solving abilities, while exposing them to different processes within the company.

Consider decentralizing

In larger organizations where IT is responsible for keeping multiple departments up and running, creating centers of innovation can vastly improve processes and efficiency. Build small, specialized IT teams, each focused on working directly with one department, and maintain a core IT department to oversee the individual teams.

This type of structure works best in organizations that rely on innovation and integration, such as medical facilities, corporations, and large-scale or industrial production. A decentralized IT program also encourages tech employees to participate directly in other aspects of the organization, and develop a greater understanding of their focus areas to streamline operations and drive innovation.

Connect IT with end users

Even integrated IT staff are often confined to working within the organization, and rarely have the opportunity to interact with the people who use the company’s products or services. By facilitating interaction between IT employees and end users, you can encourage fresh ideas and stronger motivations to perform.

There are several ways to connect IT people with customers. Regular visits to other business units is a good start, but you can also send IT staff out with sales reps or other external-facing employees to shadow their interactions, or even organize business functions where the staff and customers have the chance to mingle. When IT is able to see the impact their work has on real people, they’re more engaged and motivated to deliver the best possible experience for end users.

Come out of the cave

In small to mid-sized companies and more integrated work environments that don’t necessarily have many departments, IT employees should be encouraged to leave the back room and spend time on the shop floor, so to speak. The more interaction IT has with the rest of the employees and the rest of the business, the better their understanding of their own function within the company.

Through direct observation of business processes, IT professionals can often spot issues that no one had been able to pinpoint previously, and make changes that will improve efficiency. Encourage IT staff to ask other employees questions and listen carefully to the responses, so they can develop a sense of the real needs of the business — and come up with more creative ways to meet them.

Regardless of company size, frequent interaction with other employees and end users can help IT professionals further their careers. They’re able to develop skills that are underused in direct IT work, and demonstrate that tech people are people, too — breaking down the stereotypes and perceptions that would otherwise prevent them from advancing.

04 10 Key Ingredients for a Successful User Experience

As the digital landscape becomes increasingly crowded across every channel, and users continue to tune out traditional advertising, it’s more challenging than ever to differentiate online. For this reason, more companies are seeking IT pros who are able to provide exceptional user experiences.

What makes a great user experience? Here are 10 important considerations for making your websites, apps, or programs user-friendly — and more likely to succeed.

1. Familiarity

The majority of companies still use Windows tools and operating systems for one primary reason: It’s what they’re used to. Familiarity is a key component for a successful user experience. Basically, it means that accomplishing something within the environment should be obvious and not require explanation, such as a back button — a familiar tool that’s used in every Internet browser.

2. Responsive feedback

Websites, programs, and applications often include a number of micro-tasks, such as login screens. These tasks should include validation through feedback whenever possible — such as notifying users when they’ve successfully logged in. Without relevant and responsive feedback, users end up focusing intensely on micro-tasks and become frustrated.

3. Smooth performance

It goes without saying that performance is a crucial issue for user experience. If a website, program, or app suffers from performance issues, the user perceives the product as poorly designed or malfunctioning, and won’t be likely to continue using that product.

4. Intuitiveness

This attribute relates to the level or degree to which the use of an application, website, or program is obvious to the user. In addition to an intuitive interface, efficiency in features and functionality can enhance the user experience — particularly if there are more advanced tools that can be used with greater efficiency as the user becomes more familiar with the product.

5. Utility

Products that are actually helpful to users in accomplishing real goals deliver a better user experience. If a program, website, or application solves a business problem but disregards user needs, the experience is diminished for the user.

6. Relevant content delivery

A satisfying user experience should include relevant and valuable content, delivered in a timely manner. Ecommerce giant Amazon has mastered this aspect of the user experience with features like product recommendations, customer reviews, and a powerful and intuitive search function that deliver the right content at the right time.

7. Internal consistency

The user experience is enhanced when an interface or application handles similar tasks in similar ways, making the overall experience more intuitive and shortening the learning curve. In addition to internally consistent functionality, consistence in visual design is vital for presenting a professional and well-organized product.

8. External consistency

This refers to the visual appearance of a program, website, application, or interface aligning with its purpose and matching the expectations of its target audience — such as a polished and professional look for a website offering legal services, versus a fun and colorful theme for a site offering products for children.

9. Contextually appropriate

The interface for the user experience should match the environment in which the product will be used. For example, a product used for military applications should be more compact and rugged than one used in a restaurant, where the environment allows for a larger and more detailed interface.

10. Trustworthiness

In many cases, there is an implicit trust when users first work with an application or interface that the product will work as intended. Any issues that impact user engagement, such as error pages or non-working features, can erode that trust and diminish the user experience.

Published in IT Infrastructure


3 Career Tips for all IT Professionals

Information technology is a highly competitive industry. But rapid developments in tech and the steady global transition to digital mean that the demand for IT pros is high — so it’s a great field to work in, now and in the future. Still, those who work in IT can’t afford to rest on their laurels, especially since technology changes so quickly.

Perhaps more than any other industry, IT pros must work hard to stay in the game. And while there are many career paths and ways to succeed, some IT career strategies are universal. These three tips will help you stay on track and enjoy a long, fulfilling career, no matter where your IT trajectory takes you:

Be proactive in professional development

Keeping up with the pace of technology is vital to your success as an IT professional. If you’re not staying actively informed about changes in the industry, new platforms and applications, and other changes that could affect your role or career, you will fall behind — and other IT pros will be waiting to take your place.

When it comes to professional development in your current career, don’t wait for your employer to offer opportunities. Stay informed about major updates or replacements for the tech you’re currently using, and when they roll out, get dates and costs for training programs and make a proposal to your supervisor to enroll you.

Many employers will appreciate the initiative and pay for part or all of the training. But if yours refuses, it’s a good idea to get the training on your own dime, if you can. Community college classes and online courses are often affordable. Why should you pay to benefit your stingy employer? Because you’ll need to stay up-to-date on your skills, so you can look for a better job.

Choose to be friendly — even when you “shouldn’t”

Nearly every IT professional has faced a situation like this. You get a request for something that is clearly impossible to accomplish with your current resources — and you find out that the person who made the request is a clueless executive who gets paid six figures to make ridiculous demands that can’t be met.

Should you:

  1. Calmly explain why the request can’t be met (in non-tech terms) and offer an alternative that will accomplish something similar, or a list of resources you’d need to get the task done as requested
  2. Rant and rave in private, and then send off a tech-term-laden email that basically says no, but in fancier words, and hope it confuses the exec enough to either think something will happen eventually, or drop the issue
  3. Quit on the spot and find employment in a company that isn’t run by clueless, overpaid non-technical people

You probably know that the answer should be A (and that C is hard to come by), but it’s not always easy to be nice in this type of situation — and you may not know why you should. The reason to always take the friendly and approachable path lies in the importance of soft skills to your career.

Early IT professionals could get away with being antisocial, perpetually late, and confusingly eccentric, because no one else could fix the mystical computer problems. But today’s professionals are more tech-savvy overall, and IT pros who have great soft skills — in other words, the ability to work with people just as well as machines — are highly valued and sought after. They earn more money, too.

Never stop networking

Networking is something you do when you’re looking for a job, not when you already have a healthy career with plenty of opportunities for advancement, right? Afraid not. If there’s one secret to long-term success as an IT pro, it’s continual networking.

The more people you’re connected with professionally, the easier it is to find opportunities, or take advantage of them as they arise. If nothing else, a thriving network will help you get that next promotion, or make a lateral move within your organization when you discover a better career choice. Worst case, maintaining an updated network is a safeguard against downsizing, business failure, or unexpected personal disruptions.

At the least, make sure you’re active on LinkedIn. Keep your profile current, and update your online presence and your working resume whenever you have something new to add. You can also network casually through other social networks, business events, or even informal online gatherings with your IT peers.

No matter what type of IT professional you are, follow these tips to keep your career healthy, thriving, and moving forward. If you want to learn more about how to boost your career, or be placed in an new position within a top IT company, contact The Armada Group today.



Published in Staffing News


Why You Should be Encouraging Feedback from Your IT Employees

Honest and constructive feedback is a valuable tool for any manager. But while you may have no trouble offering feedback to your IT employees, receiving honest feedback can be challenging. There are many reasons your employees could be reluctant about being honest — but overcoming those roadblocks and encouraging feedback can benefit your team in a big way.

Why employees avoid giving feedback

Even if it’s solicited, a lot of IT employees are worried about offering feedback. One of the most common reasons is concern that their opinions will be used against them, resulting in a more difficult working environment or negative consequences for their career. If this concern exists, employees will typically either give falsely positive feedback, or not speak up at all.

Another popular reason employees refrain from giving feedback is the belief that their thoughts and suggestions won’t be taken seriously, or even considered at all. If they feel, rightly or wrongly, that you’re just asking for feedback to humor them or because it’s expected, they won’t waste their time offering it.

How to encourage honest feedback

Whether your employees are afraid of recrimination or feel they won’t be taken seriously, you can overcome these issues by clearly communicating what will and will not happen when feedback is offered, how you’ll use the feedback you receive, and how your employees can help.

Trust is essential to giving and getting honest feedback. In order to find out what your IT employees really think, you need to create a company culture of open, authentic communication that encourages honesty. To do this:

  • Start with yourself. If you can’t be honest with yourself, you can’t expect to do better with your employees. Genuine feedback can be a powerful tool to help you identify opportunities for improvement and change your company for the better — but only If you really want to hear it. If you’re just going through the motions, your efforts could have negative consequences.
  • Show your commitment. Simply asking for honesty isn’t enough to get real feedback. Demonstrate that you’re offering more than talk by acting on the feedback you receive and making changes that address employee concerns. When you show that you’re serious, you’ll find your employees far more open and willing to participate in feedback.
  • Enlist your people. It’s far too common for leaders and managers to solicit feedback from employees, and then vanish while they “fix” everything themselves. This not only places more pressure on you, but also keeps employees from seeing the efforts you’re making to incorporate feedback. Make sure your processes are designed to engage everyone in making changes.
  • Check your reactions. If you’re known for reacting poorly to bad news or things you don’t want to hear, don’t be surprised when your employees fail to offer honest feedback. Taking note of and tempering your reactions will go a long way toward an open and secure workplace environment.

As a leader, your actions and attitudes set the tone for your IT team. Encouraging and gathering honest feedback — whether you use simple surveys, focus groups, interviews, team meetings, or informal hallway chats — can benefit you significantly and help you build a successful, productive, and focused workplace that gets results. If you want to find out how to better solicit honest employee feedback, contact The Armada Group today. They are industry experts who know exactly the types of feedback you should be seeking from employees, and how to get it.



Published in Hiring Managers
Tuesday, Jun 24 2014

2014 Job Data: Tech Outlook


2014 Job Outlook

For IT professionals, the current job market offers good news and bad news. On the upside, there is a definite talent shortage in the IT market — but in potentially less encouraging news, it’s a shortage of the right skills.

IT salary trends also offer a good news / bad news scenario: Salaries and bonuses are going up, but the growth is slow.

Employers can’t fill “hot” tech positions fast enough.

Recruiters and HR professionals agree that when it comes to in-demand IT skills, there just isn’t enough talent to go around. The rapid pace of change in technology practically ensures that when a skill becomes hot and demand explodes, there simply aren’t sufficient numbers of IT professionals who’ve already gained experience with the new skill to supply business needs.

However, IT pros can watch these trends and acquire new skills that will bring them into demand. Computerworld’s IT Salary Survey 2014 breaks down the current top 10 sought-after skills for tech professionals:

Application development. Number one on the list for the third year in a row is this skill, which 49 percent of managers expecting to hire this year are looking for.

Help desk and IT support. Considering the rate of introduction for new technologies, this one shouldn’t be surprising as the second most in-demand skill, with 44 percent of managers looking to fill positions here in 2014. In fact, demand for IT support is rising faster than any other area — it’s up from 37 percent last year.

Business intelligence and database analysis / development. These two separate skills tied for third place on the top 10 list. In both cases, 29 percent of hiring managers have plans to increase their staffing for BI and data-related positions — including database administrators, database developers, and database architects.

The remaining IT skills on the top 10 list include:

  • Security
  • Network administration
  • Networking
  • Cloud computing
  • Web design and development
  • Data management

Beyond hard skills: A shortage of sought-after qualities

One of the difficulties hiring managers face in finding the right IT talent is their own desire to employ the perfectly well-rounded candidate — a skilled IT pro who also has great people skills and problem-solving abilities.

The role of IT workers is changing, and it’s no longer sufficient to deliver a flawless technical performance. Tech pros who are most in-demand are those who can demonstrate flexibility in their approaches, and who are able to break down and explain complex technical concepts in language that executives, co-workers, and end users can understand.

The outlook for IT salaries

In addition to hot job skills, the Computerworld survey looks at salary data in both current and historical senses. This year, average IT salary changes include:

  • Average pay increases of 2.1%
  • Average bonus increases of 0.7%
  • 60% of IT pros reported receiving raises (up from 57% last year)
  • 8% reported pay cuts (down from 9% last year)
  • 61% of IT professionals feel secure in their jobs

Overall, IT salaries are entering a slow climb, after decreases in pay and bonuses brought about by the recession. In fact, in 2012, less than 50 percent of IT workers reported receiving raises in salary.

While the general correlation between in-demand skills and commensurate salary isn’t quite there yet, IT professionals would be well-served to take on “hot” skills and make an effort to further personal development, in order to meet the soft skill requirement that gives IT candidates an additional edge in the job market.



Published in Recruiting

6 Emerging Languages


Learning a new programming language is a great strategy for any career-minded developer. But with so many to choose from, ranging from programming staples to ultra-niche, which one should you learn?

Certain core languages are always in demand. If you’re proficient in SQL, Java or JavaScript, any of the Cs, Ruby, PHP, or Python, you’re already employable and should be able to find a decent job. But if you want a fantastic, high-paying job, there are some languages that can help you get there.

Here are six of the most promising new languages that show potential for high demand in the near future.

Opa: A unified, secure web app developer

Traditional web app creation involves three database components — browser-side, server-side, and backend — that are usually written in three different languages, and then connected together. Opa streamlines this process by allowing you to write the entire application within the Opa framework. A compiler automates client and server code creation, and also builds the communication structure to bridge them.

With Opa, you can customize the code if the automated compiler doesn’t produce the enforcements you need. It’s scalable, fully compatible with JavaScript, and uses automatic verification to reduce debugging time.

Scala: High flexibility for existing environments

While it’s not especially “new,” since it was introduced in 2003, business interest in Scala is currently on the rise. Scala is short for “scalable language,” and the platform is designed for easy use with any size project, from tiny programs to large-scale enterprise applications.

Developers enjoy using Scala because of its flexibility, ease of use, and high concurrency, while organizations are keen on its inter-operational capacities. Scala is compatible with Java and JVMs, as well as the Android platform. It also works with popular integrated development environments (IDEs) like NetBeans, Eclipse, and IntelliJ, as well as frameworks like Hibernate and Spring.

Erlang: Streamlining concurrency

Similar to Scala in that it’s not particularly new (the language was released in 1986 and open sourced in 1998), but it’s experiencing a rise in interest, Erlang is primarily designed to build large-scale applications with high availability. Some of the desirable features of this language include concurrency with popular platforms and environments, language-level features that help simplify concurrent programming, and hot swapping that enables code modification or updating without shutdown.

Two of the biggest names in technology analytics and research — Mark Driver of Gartner and Jeffrey Hammond of Forrester — have suggested that Erlang is likely to proliferate rapidly in the near future.

Go: The language of the cloud

This language, also known as Golang, has a fairly influential backer: Google. An open source, traditional language that’s similar to C, Go was written expressly for use in the cloud and includes built-in features like concurrency and garbage collection. It’s also a fast language, able to compile large applications on a single computer in just a few seconds.

As a programming language, Go has a steep learning curve. But it’s already been used to write well-known projects like Docker and Force.com, and interest in developers who can use Go is fairly high and increasing.

Dart: A better version of JavaScript

This open source language, also developed by Google, is intended to replace JavaScript. It’s fairly easy for developers who already know JavaScript to learn, and it has additional capacities that JS doesn’t — such as easy building for large-scale, multi-developer Web apps.

Currently, Dart applications can run in most popular browsers by cross-compiling to JavaScript, and they run automatically in Google’s Chrome browser through a built-in Dart VM.

Ceylon: The modular Java

While Ceylon is based on Java, it was designed to kill the popular programming language. Ceylon was developed specifically to enable teams to write large programs, so one of its key features is modularity. The language organizes code into modules and packages, and then compiles it to module archives, which are published in a central repository.

Ceylon comes with command-line tools and an Eclipse-based IDE, and interoperates easily with Java and JavaScript VMs.

At The Armada Group, we recruit elite talent for some of the most innovative tech giants in the world, and we’re experts at placing the perfect candidate with their dream placements. Contact us today to see how we can help you!



Published in Recruiting
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