Embracing AI in Technical Hiring: A Guide to AI Tools in DevOps and Cloud Hiring

AI: A Catalyst for Change in Technical Hiring

The introduction of Artificial Intelligence (AI) into the hiring process marks a transformative era for recruiting DevOps, Cloud Engineers, and other technical talent.

The shift from traditional methodologies towards AI-driven strategies underscores the evolving landscape of talent acquisition in the tech industry. Let's explore how AI will shift technical recruitment and how you can integrate AI into your own technical hiring process.

Redefining Technical Recruitment with AI

AI's integration reshapes hiring practices by emphasizing skill based assessments and leveraging talent tools designed to identify the most qualified candidates for specialized roles.

The Talent Tool Advantage: Beyond Conventional Hiring

Embracing talent tools equipped with AI allows recruiters to adopt a more nuanced approach to hiring, focusing on practical skills and hands-on experience rather than just educational background or professional experience.

AI for Candidate Engagement and Communication

One notable development is the use of AI for candidate engagement and communication. AI-powered chatbots and virtual assistants are increasingly being used to maintain constant and personalized communication with candidates throughout the hiring process.

These tools can answer queries, provide updates, and even gather feedback, enhancing the candidate experience and ensuring that potential hires remain engaged and informed.

Candidate Screening: Expedited by AI

AI-driven screening is revolutionizing the initial steps of the hiring process for technical positions, from DevOps to Developers. These tools efficiently sift through numerous resumes to identify candidates with the precise skills and experience needed, going beyond mere keyword matching to understand context and potential for growth.

This not only streamlines the technical screening process, ensuring only the most qualified candidates advance but also frees up recruiters and hiring teams to concentrate on strategic engagement with top talent.

AI-Driven Predictive Analytics for Talent Acquisition

Another emerging application of AI is in predictive analytics for talent acquisition. By analyzing vast amounts of data on candidates' skills, experience, and even past job performances, AI algorithms can predict the likelihood of a candidate's success in a particular role. This predictive capability allows hiring teams to make more data-driven decisions, potentially improving the quality of hires and reducing turnover.

Skills Testing Software: Elevating Technical Hiring

The advent of AI-powered skills testing software is revolutionizing how companies assess technical candidates, ensuring a match between the job requirements and the candidate's actual capabilities.

AI facilitates a deeper analysis of candidates' skills, offering insights that go beyond what resumes and traditional interviews can reveal. This precision in assessment is pivotal for roles requiring high technical proficiency.

Read More: Technical Assessments Transformed Flatworld's DevOps Hiring Process

AI and the Evolving Landscape of Technical Skills

The influence of AI extends to the skill sets required for technical roles, necessitating candidates to adapt by acquiring new competencies that complement AI technologies.

The Future Skill Set: Collaborating with AI

The demand for skills such as AI collaboration, agility, and resilience underscores the shifting requirements in the tech industry, preparing candidates for the future of work.

Ethical Considerations in AI-Driven Hiring

While AI in hiring offers numerous advantages, it also presents ethical challenges, including concerns over data privacy, bias, and the transparency of AI algorithms. Addressing these concerns is critical for maintaining fairness and integrity in the hiring process.

Read More: 7 Signs You Need to Hire a DevOps Engineer in 2024

Implementing AI in Your Recruitment Strategy: Practical Steps

As we recognize the transformative power of AI in reshaping DevOps and technical hiring, it's crucial for recruiters and hiring teams to understand how to effectively implement AI tools within their recruitment processes.

Here are practical steps and examples of AI applications that can enhance your hiring strategy:

Leveraging AI for Efficient Candidate Screening

AI-powered screening tools can significantly streamline the recruitment process by quickly identifying candidates whose skills and experiences match the job requirements. Technical screening tools analyze resumes and application materials at scale, ensuring no potential match is overlooked due to human bias or error.

Crafting Perfect Job Descriptions with AI

Utilize AI to generate job descriptions that are not only appealing but also optimized for search and inclusivity. AI can help identify and eliminate biased language, ensuring the descriptions attract a diverse pool of candidates. Moreover, AI-driven analytics can suggest improvements based on the performance of past job postings, enhancing the effectiveness of your recruitment marketing efforts.

Enhancing Technical Assessments with AI

Skills-Assessment Platforms like Brokee leverage AI to evaluate technical tests, creating summaries that are comprehensible even to non-technical stakeholders. This not only speeds up the decision-making process but also ensures a fair assessment of candidates' skills. By adopting AI-powered assessment tools, companies can ensure a consistent, objective, and detailed evaluation of technical competencies.

Read More: DevOps Assessments Streamlined EclecticIQ's Hiring Process [Case Study]

Steps for Integration

1. Evaluate Your Needs: Identify the specific challenges and opportunities in your current hiring process where AI can have the most impact.

2. Choose the Right Tools: Research and select the best tech recruitment platforms and technical screening tools that align with your organization's size, industry, and specific hiring needs. Consider tools that offer a good balance between automation and human touch.

3. Train Your Team: Ensure your hiring team is well-versed in the capabilities and limitations of the AI tools you choose. This includes understanding how to interpret AI-generated insights and when to apply human judgment.

4. Monitor and Refine: Regularly monitor the performance of these tools, gather feedback from candidates and hiring managers, and refine your approach based on data-driven insights.

5. Ethical Considerations: Opt for tools that prioritize transparency and fairness, and consider conducting regular audits to ensure these standards are met.

Preparing for the Future: AI in Technical Hiring

The journey towards integrating AI into DevOps and technical hiring is an ongoing process that promises to enhance the effectiveness and fairness of talent acquisition strategies.

Organizations that adapt to these changes by incorporating AI-driven tools and a skills-based approach will be better positioned to attract top talent and build a workforce ready to tackle future technological challenges.

In embracing AI's potential to transform DevOps and technical hiring, companies can unlock new levels of efficiency and precision in identifying the right candidates, paving the way for a future where talent and technology are in perfect harmony.

7 Red Flags to Watch Out for When Choosing Skill Assessment Software

Key Mistakes to Avoid in Choosing Skill Assessment Tools

Choosing the right skill assessment software is crucial for identifying top talent and ensuring a smooth recruitment process. We've highlighted seven red flags to watch out for when selecting skill assessment software.

By being aware of these pitfalls, hiring teams can avoid common mistakes and select a tool that effectively meets their needs, enhances the hiring process, and secures the best candidates for their organization.

🚩 Platform has Challenging User Interface

Choosing a skill assessment platform that is difficult for candidates to navigate, prone to glitches, or missing essential features can significantly detract from their focus on the test, fostering frustration or feelings of inequity.

This not only discourages highly qualified applicants from proceeding with the application process but can also cause skilled candidates to underperform due to the platform's limitations.

Additionally, it's crucial that the platform is equally intuitive for the hiring team to administer tests, ensuring a smooth flow and user-friendly experience for non-technical staff. A platform that complicates the test-sending process can further strain the efficiency and effectiveness of the hiring procedure.

🚩 Talent Assessment Fails to Evaluate Essential Daily Skills

A frequent oversight in the selection of technology hiring platforms is settling for one that provides multiple choice questions or a basic coding environment, without including the advanced functionalities necessary for candidates to showcase their expertise in specific technical roles, such as DevOps, security, or software development. 

The inability of candidates to demonstrate their day-to-day job skills increases the risk of hiring individuals who may not be up to the task. At Brokee, we offer broken live environments for DevOps and cloud engineers to fix, we pride ourselves on mirroring real-world challenges that engineers perform daily.

Read More: 7 Signs You Need to Hire a DevOps Engineer in 2024

🚩 Vulnerability to Cheating

A major concern with skill assessment platforms is their susceptibility to cheating, as traditional methods like multiple-choice and coding tests often can't prevent dishonesty. Tactics include online searches, AI tools, and external help. To counteract this, some opt for invasive measures like in-person testing or surveillance, which may not mimic real-world conditions.

At Brokee, we tackle cheating by using live environment tests that simulate actual work scenarios, allowing candidates to utilize resources such as Google or ChatGPT. This strategy values the skill of applying information, with tests designed to verify core knowledge and tool proficiency.

Our non-restrictive timing and playback technology ensure process authenticity, offering a practical and integrity-focused solution to the issue of cheating in assessments.

🚩 Excluding Key Stakeholders from the Selection Process

Failing to involve crucial stakeholders, such as hiring managers, recruiters, and technical team members when choosing the type of skill assessment tool can result in a poor fit between the tool's capabilities and the company’s hiring requirements. If tests don't reflect the needed skills on the job, technical teams can feel frustrated if new hires underperform.

Additionally, we recommend ensuring that test results are written in layman's terms so non-technical parties can easily understand the performance of candidates. For example, at Brokee, we utilize AI to generate simple summaries of candidates' testing performance, making the information accessible and understandable for those without a deep technological background, which bridges the communication gap between technical and non-technical hiring team members.

🚩 Incompatibility with Existing HR Tools

The inability of a skill assessment platform to integrate smoothly with a company's pre-existing applicant tracking system (ATS) or other recruitment tools can lead to inefficiencies in the tech hiring workflow, which is particularly problematic for smaller teams or those who hire at scale.

We're happy to announce that Brokee now provides API documentation to facilitate more seamless integration with your hiring stack, alleviating potential bottlenecks and enhancing the overall recruitment process.

🚩 Skill Assessment Tests Aren't Scalable

A common mistake we see hiring teams make is underestimating the importance of choosing a scalable skills assessment tool. Since a company's hiring needs fluctuate during growth or hiring freezes, it's essential to select a tool that can adjust and expand accordingly.

We recommend choosing an assessment tool that offers flexibility and scalability, with the ability to adapt to your budget during peak hiring times and provide rollover features for months when there is minimal hiring.

🚩 Lack of Transparency in Pricing and Trials

If a skill assessment platform isn't transparent in pricing or doesn't offer a free trial period, we recommend finding a different tool!  You'll likely experience challenges down the road if you opt out of a trial period and buy without trying. 

We strongly advise opting for a platform that not only clarifies pricing but also enables your team—and potentially, a select group of candidates—to test its features comprehensively. This dual-feedback approach allows both your technical team and candidates to provide valuable insights.

Also, a trial lets hiring teams have hands-on experience with the platform, granting them the opportunity to explore its functionalities and assessment library in depth. This strategy is fundamental in enabling teams to make well-informed decisions, ensuring the chosen tool aligns perfectly with your hiring process and expectations.

Read More: Introducing Pricing Plans and Free Trial for Tests

How can Skills-Based Assessment Software Impact the Hiring Process?

Streamlining the initial pre-employment screening process

Skill assessment software streamlines the initial candidate screening process by efficiently evaluating candidates' skills and competencies. This automation saves time and allows hiring teams to focus on assessing the most qualified candidates, enhancing the overall efficiency of the hiring process.

Providing valuable insights into candidates' strengths and weaknesses

By using skill assessment software, hiring teams gain valuable insights into candidates' strengths and weaknesses. This information helps recruiters and hiring managers make informed decisions about candidate suitability for specific roles, leading to more effective hiring outcomes.

Enabling hiring teams to hire the best candidates

Skill assessment software enables hiring teams to make data-driven hiring decisions based on objective assessments of candidates' skills. By leveraging data and analytics provided by the software, recruiters and hiring managers can identify the best candidates for the job, improving the quality of new hires and reducing employee turnover.

How to Pick the Best Skills Assessment Software for Your Needs?

Talent Strategy Should Test the Right Skills

When evaluating skill assessment tools, it's essential to understand the specific skills being assessed and ensure they align with your company's needs. Look for a platform that offers assessments tailored to the skill sets required for the job roles you're hiring for.

The Best Tools Should be Easy to Use and Accessible

User-friendly software that is easy to use and accessible to all stakeholders is crucial when evaluating skill assessment tools. Ensure that the platform provides a seamless user experience for both candidates and hiring teams to facilitate efficient assessment processes.

Compatibility with Your Talent Acquisition Process

When selecting skill assessment software, it's crucial to assess its compatibility with your talent acquisition process. Ensure that the platform aligns with your company's goals and objectives for hiring and employee development. Look for a tool that seamlessly integrates into your existing HR systems to streamline the assessment process and enhance efficiency.

Assess the Analytics and Evaluation Features of the Software

One of the key aspects to consider is the reporting and analytics capabilities of the skill assessment tool. Opt for software that provides detailed insights into candidate performance, helping you make informed hiring decisions. Look for platforms that offer customizable reports and analytics to analyze data effectively and track the progress of your assessment process.

Avoid red flags and select assessment software that works best for your team.

Next-Level Competency Assessments

As you navigate the complex landscape of skill assessment software, remember that the right tool can significantly impact your hiring success. Choose a platform that values transparency, scalability, and real-world applicability. We've developed Brokee's innovative solutions to address these challenges head-on. 

Don't settle for less—opt for a tool that aligns with your hiring goals and elevates your talent acquisition strategy. We invite you to a free trial to test our live environment assessments and experience the difference firsthand. Take the first step towards transforming your hiring process today. 

We've Upgraded Our Recruitment Technology to Give You More Control + API Documentation and More

More Efficient Recruitment Technology

No one likes a tedious hiring process, but unfortunately, many technical recruiting tools don't provide sufficient automation, slowing down productivity for recruiters and hiring teams. For example, individually inviting each candidate to take a skills assessment, rather than being able to invite multiple candidates all at once.

This month, we've introduced a solution to make hiring more efficient, simplifying the way you invite candidates to showcase their skills in areas like DevOps, Cloud, and SRE.

Introducing: Single Invitation Links

With Brokee's latest update, hiring managers can now create a single invitation link for job-specific tests and share it with multiple candidates at once.

This feature cuts down the time spent on administrative tasks, allowing you to focus more on evaluating the talents that come your way. It's a straightforward, efficient approach to tech hiring, designed with both hiring teams and candidates in mind.

Benefits for Technical Recruiters & Hiring Teams

One of the biggest perks of this new feature is the sheer amount of time it saves. Instead of sending out invites one by one, you can now reach an entire pool of candidates with just one link. It's like opening a direct line between your company and potential talent, making the initial steps of recruitment smoother and faster for everyone involved.

It also creates a more candidate-friendly application process. When candidates have a hassle-free experience from the start, it sets a positive tone for the rest of the hiring process. Plus, we've found that most technical candidates care greatly about how technically advanced the hiring process is at the companies they are considering.

Control and Flexibility

In the recruitment process, having control is crucial, and our newest feature ensures that you're in the driver's seat. You can decide exactly how many candidates can take the test through the invitation link, allowing you to manage your recruitment budget effectively without compromising on the quality of your talent pool.

Whether you're looking to fill a single position or several, this feature gives you the flexibility to scale your search up or down, based on your current needs. This way, you'll have the right tools to find the right people, at the right time.

Read More: We Transformed Flatworld’s DevOps Vetting Process [Case Study]

How to Use the New Feature

Using Brokee's new invitation link feature is very straightforward. All you need to do is create an invitation link, add the role, assessment type, and number of candidates, and send the generated link!

With just a few clicks, you can generate a unique link for your job-specific test and share it across any platform you use to communicate with potential candidates.

Once you've filled the position or wish to pause the recruitment process, you can easily disable the link, ensuring no additional candidates will access the test until you're ready to hire again.

What's Coming Next

We're looking to add even more functionality to this feature. You'll soon be able to set an expiration date for your invitation links, providing another layer of control over your recruitment timeline.

We'll also give you the ability to adjust the number of candidates that can use the link, so you can seamlessly add more candidates without needing to create a new link.

As experienced hiring managers, we know the importance of providing you with all the tools you need to tailor your hiring process to your exact requirements.

Also Introducing: Test Preview and Quick Access

We've updated our navigation to make Brokee even easier to use. Upon logging in, you are greeted with access to core features – including 'Invite New Candidate' and 'See Tests in Action'. The latter allows you to view the testing process from the eyes of the candidates you're inviting, giving you special insights into the quality of your hiring process.

Our new candidate dashboard

Plus: New Diagrams for Clearer Test Instructions

To improve our tests' accessibility and clarity, Brokee has introduced diagrams alongside traditional text descriptions.

This initiative is especially beneficial for candidates who prefer visual explanations or face challenges with text instructions, such as dyslexia. By incorporating diagrams, we're making it easier for all engineers to understand the available infrastructure, furthering our commitment to inclusive and effective tech hiring.

Our skills assessment diagram was built with accessibility in mind.

Get Early Access to Our API Documentation!

We're thrilled to announce the initial release of Brokee's API documentation. It's a starting point for developers looking to integrate our skills assessment platform into their systems.

The first version covers the essentials, but we're aware it has room for improvement. We welcome your feedback as we refine and enhance the documentation. Your input is crucial for us to make the API more robust and user-friendly. Dive in, explore its capabilities, and let us know your thoughts!

Conclusion

Brokee's latest features mark a significant step forward in tech hiring: one-click invitations, improved recruiter dashboards, visual test diagrams for enhanced clarity, and accessible API documentation.

These updates will streamline the recruitment process, making it faster, more inclusive, and adaptable to your needs. We're dedicated to improving your hiring experience and eagerly await your feedback on these new functionalities. Explore what's new on Brokee and discover how we're evolving to help you hire the best tech talent more effectively.

Thank you for trusting Brokee with your tech recruitment needs. Let's continue to transform tech hiring together.

Read More: DevOps Assessments Streamlined EclecticIQ's Hiring Process [Case Study]

Introducing Pricing Plans and Free Trial for DevOps Tests

We're starting 2024 off with a bang! We are happy to announce our biggest product update yet: the release of payment plans with a free trial.

To make this a reality, we:

• Developed payment plans and integrated our platform with Stripe

• Opened sign-ups to the public

• Developed free tests specifically for the free trial

• Added team management

• Implemented a permissions system for various platform features based on payment plans

Let's start with the most exciting part - Free Tests!

Free Trial for (Easy) DevOps Tests

To showcase our platform without asking potential customers for credit card details, we designed several easy tests that can be taken free of charge.

Simply sign up on Brokee with a company name, and get quick access to a feature-limited free trial that allows new users to conduct 5 easy tests and manage 1 user, giving you a preview of our platform’s capabilities.

A Selection of our Free DevOps Tests

Once you get comfortable with the process, simply upgrade to any paid plan to send tests to more users and have access to more advanced tests.

What do we mean by advanced DevOps tests? We have environments where candidates can work with live systems deployed to major cloud providers and showcase their skills in real-time. We've found that live DevOps tests help avoid hiring risks more than relying on professional certifications or resumes.

Pricing Plans for DevOps Tests

Our payment plans are crafted with the understanding that every hiring team has its own set of unique needs. Whether you're a startup looking for flexibility or a large enterprise seeking comprehensive solutions, our plans are designed to suit a wide range of requirements.

Flexible System: Credits Rollover Each Month

At the core of our payment system is the credit model. Users can choose between buying a certain amount of credits upfront or opting for a monthly subscription that comes with 2 credits each month.

Test credits indicate how many hiring candidates can take skills assessments. Every time a candidate starts a test, 1 credit is deducted from the company's balance.

Our Growth Plan has one amazing feature: credits accumulate month-to-month if not used. So, no need to stress about paying for a product and not using it. The hiring process can be sporadic, so you can use rollover credits from less active months to hire confidently, without seeing a spike in your billing.

Read More: How Much Does Hiring DevOps Cost?: Hidden Costs of Your Hiring Pipeline

This system offers unparalleled flexibility – if you're on a Growth Plan and go over your credit limit, candidates can still continue taking skills assessments - you will be charged for the extra usage at the end of the month based on a tiered pricing model (the more tests that are used in a month, the cheaper they get).

Similarly, if you’re on an On-Demand Plan and run out of credits, you may simply buy more as needed.

Send as many invites as you'd like to candidates. You'll only get charged if they take the test.

Unlimited Candidate Test Invites

We wanted to mirror the natural hiring process when designing our payment plans. We've seen that when you're hiring engineers for a specific role, you often invite many candidates for a technical interview, but only some of them will show up.

With this idea in mind, Brokee allows you to invite an unlimited number of candidates to take a skills assessment, even though not all of them will actually take a test. This way, we charge customers based on the skills assessments that were started by candidates, not based on the number of invitations you send.

Add Multiple Admins for Team Management

When you're a small startup, one admin user might be enough for a testing platform. However, for tech recruiting firms or large hiring teams, you'll want to be able to provide access to multiple teammates. This is why we added basic team management to our paid plans to support bigger teams.

Right now, the only role is an admin user, but in the future, we'll add more roles with different levels of access.

Team Management Dashboard

Ready to Try Our Free DevOps Testing?

We developed Brokee's payment plans with a deep understanding of the unique challenges faced by tech hiring teams. We invite you to sign up for our free trial and experience firsthand how our platform can revolutionize your tech hiring process.

We Transformed Flatworld’s DevOps Vetting Process

Our technical assessments improved Flatworld’s process of vetting candidates and enabled them to expand their DevOps recruiting services.

About the Client:

Flatworld is a Global Recruitment Platform that harnesses the power of predictive hiring algorithms to deliver fully vetted, high-fit remote candidates. For over two years, Flatworld has utilized Brokee’s live, interactive technical assessments to improve their vetting process for DevOps roles. 

The Problem:

Flatworld, driven by its ambitious goal to deliver the top 1% of developers to clients, continuously seeks ways to enhance its hiring processes. 

Flatworld depended on two testing platforms that utilized rudimentary multiple-choice questions and basic programming tests. These methods proved insufficient in effectively assessing the day-to-day proficiency of DevOps engineers. 

Consequently, Flatworld had to invest additional time in live interviews following these assessments. However, even with this extra step, determining the suitability of candidates remained challenging.

Recognizing the limitations of their existing tests, Brokee's Founder engaged with Flatworld, presenting a tailored solution to elevate the quality of their candidates. 

Given Flatworld's commitment to delivering high-caliber candidates to its clients, they swiftly embraced the idea of incorporating a more robust evaluation of DevOps engineers' day-to-day proficiency.

Solution:

Initially, Brokee's comprehensive and high-quality DevOps assessments were offered to Flatworld on a trial basis. 

Impressed by the relevance and accuracy of the tests, Flatworld asked Brokee to implement measures limiting access for potential candidates. This strategic move aimed to eliminate the prospect of candidates accessing the tests prematurely, mitigating the risk of cheating. 

This milestone marked the beginning of a fruitful partnership, as Flatworld seamlessly transitioned to Brokee's advanced platform, ensuring a more precise evaluation of candidates' capabilities.

Brokee’s quick and effective assessments enabled Flatworld to to take on more clients that were hiring for DevOps roles.

The Benefits

Over the last two years, Flatworld leveraged Brokee’s technical assessments to enhance its vetting process. 

Some of the greatest advantages they’ve experienced with Brokee include:

• Improved Quality of Candidates: Brokee's assessments enabled Flatworld to identify and present high-caliber candidates to clients, reinforcing their claim of providing unmatched vetting.

• Time Savings: Brokee's efficient testing process saved Flatworld over two months of time in technical interviews, contributing to a streamlined recruitment pipeline.

• Risk Reduction: The enhanced testing process boosted Flatworld's reputation among clients, as the risk of sending an unqualified candidate was reduced by nearly 90%.

• Customization and Support: Flatworld's close collaboration with Brokee provided access to tailored features, quick problem resolution, and a responsive support system, fostering a positive working relationship.

• Integration and API Development: Responding to Flatworld's request, Brokee developed an API, which will help facilitate seamless integration with their systems and further optimize the testing process.

• Opportunities to Work with New Clients: Brokee’s assessments gave Flatworld the confidence to pursue collaborations with clients that have DevOps roles to fill.

Conclusion

Our collaboration substantially improved the efficiency and effectiveness of Flatworld's DevOps vetting process. With Brokee's DevOps assessments, Flatworld experienced significant time savings, reduced hiring risks, and improved candidate quality. 

If you're in search of highly-vetted developers and DevOps engineers, we confidently recommend Flatworld. Our ongoing partnership reflects a commitment to innovation, customization, and continued success in the ever-evolving landscape of technical recruitment.

Read more: DevOps Assessments Streamlined EclecticIQ's Hiring Process

Now Providing DevOps Tests for all Major Cloud Providers

As 2023 is coming to an end, we are excited to share that the team at Brokee has achieved an important milestone – Providing skill assessments for all major Cloud providers - Azure, Amazon Web Services (AWS), and Google Cloud Platform (GCP). We also improved our method of notifying customers about the tests submitted by their candidates. 

Keep reading for a deeper dive into our new Azure assessments and other latest updates. Plus, jump to the bottom to read about what we have in store for next month (hint: free tests)!

Azure Skills Assessments

In November, we released two new tests for companies running their IT infrastructure on Azure cloud. These tests are to qualify Junior, Mid, and Senior-Level Cloud Engineers.

Considering how actively Azure is promoting their service and that they are offering free credits for startups, we expect many companies to take advantage of Azure’s cloud platform.

Introducing: Azure Tests

When creating cloud assessments – like our newest Azure tests –  we have to keep the following in mind:

• Ensuring each candidate has an isolated unit for their test, so no one can mess with the environment;

• Automating the creation and deletion of testing environments;

• Providing candidates the ability to easily log in to their test.

When it comes to setting up infrastructure to allow for automated creation and deletion of testing environments, it is never a simple task. In terms of the ease of cloud resource management, we learned that Azure falls somewhere between GCP and AWS.

I’ll explain what this means – On AWS, we have a granular set of permissions for each test, specifying in detail what candidates can and cannot do within the testing environment. 

Similarly, for GCP, we provide a separate project for every test, with broad permission inside the project, but with a set of guardrails to ensure candidates will stay within the bounds of the environment.

However, Azure has an unusual structure for managing access to cloud resources. They have completely separate User Management and Resource Management (servers, networks, etc.).

For resource management, Azure has ‘Resource Groups’, which allow you to create and delete a set of resources in one go. To create our Azure skills assessments, we used ‘Resource Groups’ to automate resource management and to create isolated units for each test.

Candidate Login Process

Another challenge we faced when creating the Azure tests, was simplifying the login process for candidates. For other tests like our CGP Assessments, candidates could just log in to the testing environment with their Brokee credentials. 

Although Azure has many different options for authentication to the Azure portal, unfortunately for us, most of them are geared toward collaboration with other businesses or for typical end-user applications. In our case, we needed an integration with our user database, and this wasn’t within our means. 

So, to overcome this obstacle, we settled on a simple approach of creating a temporary user for each test. We made it easy for candidates by pre-populating the username, so the candidate only has to provide an automatically generated password from the test description to access the test.

We Simplified Candidate Login for Accessing the Azure Testing Environment

Improved Test Submission Notifications

At the beginning of Brokee's development, our product was geared toward engineers. Most engineers communicate via Slack, so that is exactly where we sent test submission notifications. 

As we’ve grown, we realize that not everyone uses Slack, and configuring private Slack channels with test notifications is not the most scalable option. So, we decided it was due time to move to email notifications.

In November, we configured email notifications as a default notification method to inform clients when their candidates submit tests. Now when candidates finish a test, our clients will receive an email notification looking similar to the one below:

While we still may provide Slack notifications as an option, rather than creating private channels, we'll allow companies to provide a Webhook to send notifications to. We believe this automated approach will be a win-win for our clients and our team.

Other Updates at Brokee

This month, we worked on updating our backend services, improving our monitoring setup to resolve issues quicker, and most importantly - integrating payment infrastructure.

Brokee was given Congressional and State recognition this month for our economic impact in Nevada. We're happy to say that ever since we moved some operations to Reno, we've had an absolutely welcoming reception.

Finally, we've published new articles on the blog, that we believe will be insightful and interesting to any professionals or teams that hire DevOps (or plan to hire DevOps in 2024):

• Essential DevOps Statistics for 2024

• DevOps vs. Developer: Choosing the Right Engineer Ratio for Your Team

Coming Up in 2024

Want to reduce DevOps hiring costs? In 2024, will release a free trial plan allowing users to sign up with just their business email (no credit cards required!).

This way, you can enjoy Brokee without having to talk to a single human (or pay a dime!). What could be better, right? ;) Stay tuned for the details next month, and have a great holiday season!

The DevOps vs. Developer Dilemma: Choosing the Right Engineer Ratio for Your Team

Choosing the right team of engineers plays a pivotal role in product success. Striking the right balance between DevOps engineers and software developers can seem like a daunting task, but understanding their roles, responsibilities, and benefits can facilitate that decision.

In this article, we delve into the nuances of DevOps vs Developer roles and help you understand how to make the best investment for your team.

What's the Difference Between a DevOps Engineer and a Developer?

DevOps engineers and software developers (sometimes called software engineers, programmers, coders, SWEs) form the backbone of software development teams. Intersectionality exists but each profession harnesses distinctive roles, responsibilities, skills, and abilities which we will differentiate in this segment.

DevOps job titles can vary greatly, while work may be similar

Common DevOps Job Titles: Infrastructure Engineer vs DevOps Engineer vs Systems Engineer

DevOps can encompass many similar roles, some that are more-or-less interchangeable and others with subtle differences. DevOps-related roles often include the following:

• Platform Engineer

• Build/Release Engineer

• Release Manager

• Automation Engineer or Architect

• Cloud Engineer

• Security Engineer

• Cloud Systems Administrator

• Infrastructure Engineer

• Systems Engineer

• Site Reliability Engineer (SRE)

• System Administrator (Sysadmin)

• AWS / GCP / Azure Engineer

• DevSecOps Engineer

• Observability Engineer

• FinOps Consultants

The biggest distinctions among DevOps roles are between Platform, SRE, Cloud, Build Release, FinOps, and "traditional" DevOps engineers. DevOps emphasizes collaboration and automation, while Platform Engineers create scalable infrastructure. SREs prioritize reliability, Cloud Engineers leverage cloud platforms, and Build Release Engineers streamline development cycles. FinOps consultants align cloud usage with budgetary goals.

These roles, though interconnected, bring specialized focus to optimize modern IT ecosystems for efficiency and reliability.

Read More: The Top DevOps and Cloud Conferences to Attend in 2024

Role and Responsibility: DevOps Engineer vs Software Developer

A DevOps engineer focuses on the development and maintenance of software release systems, collaboration with the software development team, aligning with industry standards, and employing DevOps tools. On the other hand, a software developer's role concentrates on building scalable software applications, coding, integrating data services, testing, and debugging.

Does Full Stack include DevOps?

While Full Stack developers handle the complete development process, many are expanding their skills to include DevOps practices. However, DevOps is a broader scope that needs a shift in mindset, not just skills, to achieve operational success.

DevOps vs Full Stack Developer: Spotting Key Differences

While both roles may seem similar, the key difference lies in scope. Full Stack developers handle the front and backend software development along with deployment, while a DevOps engineer has an overarching role that includes creating, testing, deploying, and managing an application's infrastructure and operations while using DevOps tools and cloud systems.

Dev vs DevOps: Breaking Down the Skill Set required

While developers specialize in languages like Java, DevOps professionals master web and cloud services such as AWS, GCP, and Azure, while also being familiar with various programming languages (most commonly Python, Javascript, Java, and Ruby). Their training goes beyond software engineering to include system operations, making them adept at managing CI/CD pipelines and understanding cloud operations better.

DevOps engineers and software developers have different functions

DevOps Engineer vs Developer: Who Builds and Operates Better?

The answer to this question depends on the need of the project. Developers build software applications while DevOps engineers optimize the software development process using cloud services, agile methodologies, and advance QA techniques making the operations seamless and error-free.

Difference between DevOps and Software Development Team

The significant difference between Cloud Engineers vs Software Engineers is their functions. A software development team is focused on building software applications, while a DevOps team emphasizes automating the software development process, enhancing collaboration between development and operations, and maintaining the application environment for continuous deployment and improvement.

Unpacking the DevOps Culture: What Does DevOps Really Mean?

DevOps culture is more than a fusion of development and operations. It involves shared responsibility, seamless communication, continuous learning and improvement, automation, and integration of tools. Here's looking at what this means.

Responsibility and Operations in a DevOps Culture

In a DevOps culture, responsibility is shared. DevOps engineers are responsible for not just application development and deployment, but for system operations, standardizing deployments, setting up automation processes, handling security, and monitoring application performance.

Who does DevOps Report to?

Organizational structure dictates who DevOps Engineers reports to, but ideally, they collaborate directly with different stakeholders including development, infrastructure, IT operations and security teams, ensuring the smooth functioning of software applications from conception to delivery.

How DevOps Changes the Software Development Process

By deploying agile methodologies and automating manual tasks, DevOps has revolutionized the software development process. Changes include Continuous Integration and Continuous Deployment (CI/CD), automated testing, microservices architecture, and cloud adoption, that ensure the pipeline is efficient and updated.

Mastering DevOps Tools for Optimal Product Development

DevOps tools like Docker, Jenkins, Kubernetes improve product lifecycle management by optimizing various aspects such as version control, testing, integration, deployment, and monitoring. Mastering these tools allows for efficient product development and helps maintain product reliability and speed.

DevOps Culture: Nurturing Success and Continuous Improvement

DevOps builds a culture of continuous improvement, rapid feedback, and high software quality. Nurturing this culture in your team can significantly enhance the efficiency of your software development process and promote successful outcomes.

Evolution and Future Trends in DevOps Culture

DevOps has evolved dramatically over the years, focusing more on automation and cloud services. Future trends indicate a move towards AI-assisted DevOps (AIOps), wider adoption of microservices, and increased focus on security (DevSecOps).

Weigh the pros and cons of the tech talent to hire for your team

Pros and Cons of Hiring a DevOps Engineer Vs A Developer

Everything has its pros and cons. Deciding on whether to hire a DevOps engineer or a software developer will depend on evaluating these trade-offs.

Why Hire a DevOps Engineer? Pros and Benefits

DevOps engineers bring with them a rich set of benefits such as increased deployment frequency, less complexity, reduced failure rate of new releases, improving productivity and work culture. They are the driving force behind Continuous Integration & Deployment, making it a compelling role.

Challenges and Risk Factors in Hiring DevOps Engineers

Despite their strengths, hiring DevOps engineers can be challenging. The expertise required, the shortage of skilled professionals, salary expectations, and investment in training can make hiring difficult.

The Hiring Dilemma: Full Stack Developers vs DevOps Engineers

Full stack developers can handle the entire development pipeline from ideation to deployment, but the operations and agility that DevOps engineers bring to the table is unmatched. The choice between the two comes down to specific company and project needs.

How DevOps Engineers Also Benefit Software Development Teams

DevOps engineers bring systematic efficiency, orchestrate better scalability with automation, ensure consistency across environments, and offer accelerated time to market – benefits that can significantly enhance the performance of your software development teams.

Finding the Balance: Developers Vs DevOps in the Cloud

The cloud has revolutionized how developers and DevOps engineers contribute to app development. Here's a look at how they handle cloud operations and the role they play.

The Role of DevOps Engineers in Cloud Operations

DevOps engineers play a significant role in cloud operations - formulating and executing cloud strategies, selecting appropriate DevOps tools, managing cloud deployments, ensuring security, and enabling scalability. Adopting the cloud has led to greater collaboration between teams and enhanced software delivery efficiency.

Cloud Development: How Developers and DevOps Contribute

While developers build cloud-ready applications, DevOps engineers ensure these built applications are effectively deployed and managed in the cloud, making their contribution to cloud development invaluable. Together, they make cloud projects agile, robust, and successful.

Cloud Migration: DevOps vs Software Developers

Both roles actively contribute to cloud migration. Software developers redesign applications to be cloud-friendly, while DevOps engineers take the existing software development process and enhance it to seamlessly fit the cloud architecture, thereby enabling smooth migration while minimizing downtime.

Software Development in the Cloud: The DevOps Advantage

A major advantage of DevOps in cloud development is its ability to automate procedures, quicken releases, bring agility, and maintain high-quality standards. The nature of cloud demands enhanced collaboration and rapid deployment – a key facet of the DevOps methodology.

Full Stack Developers and DevOps: Collaboration in the Cloud

Full Stack developers build and deploy applications in the cloud while DevOps engineers ensure collaborative, seamless, and automated cloud operations. When both roles come together, they deliver a highly efficient, resilient, and successful cloud project.

What are the right skills and training to become a DevOps engineer?

How to be a DevOps: Can Your Engineers Gain These Skills?

Transitioning to a DevOps role requires a blend of technical prowess, continuous learning, and an adaptable mindset. With the right training and skill development, engineers can successfully make this transition.

Cloud DevOps Engineer Skills

Understanding of Cloud Infrastructure: A fundamental requirement for Cloud DevOps engineers is a thorough understanding of cloud services and infrastructure, such as AWS, Azure, or Google Cloud. This involves knowing how to manage, deploy, and scale applications in the cloud.

Proficiency in Automation and Scripting: Automation is at the heart of DevOps. Skills in scripting languages like Python, Bash, or Ruby are essential for automating deployment and other processes.

CI/CD Pipeline Management: Knowledge of Continuous Integration and Continuous Deployment (CI/CD) pipelines is crucial. This includes using tools like Jenkins, GitLab CI, or CircleCI to automate the testing and deployment of code.

Containerization and Orchestration: Familiarity with container technologies like Docker and orchestration tools like Kubernetes is vital for creating scalable and efficient DevOps workflows.

Monitoring and Logging: DevOps engineers must be skilled in monitoring the performance of applications and infrastructure. Proficiency in tools like Prometheus, Grafana, and ELK Stack is important for this aspect.

Security Best Practices: Understanding of DevSecOps principles, including incorporating security into the software development lifecycle, is a key skill for DevOps engineers.

Training and Skill Development for Aspiring DevOps Engineers

If you're wondering if your engineers can learn and transition to become DevOps, there are certain skills and training they would require.

Formal Education and Training: Many online courses and certifications, like AWS Certified DevOps Engineer or Kubernetes Certification, can provide foundational and advanced knowledge. To make ensure engineers have sufficient knowledge to handle DevOps processes, we recommend using DevOps assessments to evaluate their skills.

Hands-On Experience: Practical experience is crucial. Encourage engineers to set up their own CI/CD pipelines, work with cloud services, and deploy applications in a controlled environment.

Regular Workshops and Tech Talks: Hosting or attending workshops and tech talks can keep engineers updated with the latest trends and best practices in DevOps.

Mentorship Programs: Pairing up aspiring DevOps engineers with experienced mentors can facilitate a smoother learning curve and provide guidance on industry-specific challenges.

Read More: The Best DevOps Bootcamps in 2024

DevOps Scope

DevOps covers a wide array of skills including coding, scripting, configuration management, infrastructure management, CI/CD methodologies, and a deep understanding of cloud services. Gaining these skills could open up greater opportunities for your engineers to support your website and cloud infrastructure.

What's the right ratio of talent for your tech team?

DevOps Statistics for Your Team

How Many DevOps Should Your Company Have?

The number of developers in a startup or small and medium business (SME) can vary based on the size and specific needs of the organization. According to FasterCapital, startups typically need between one and four developers. On the other hand, large enterprises may hire tens of thousands of tech roles, the majority being developers, as well as a large amount of DevOps engineers.

The role of a developer in a startup can vary significantly based on the size and type of the startup. In smaller startups, developers may be responsible for all aspects of software development, while in larger companies, developers may specialize in specific areas such as website development, database administration, or software development tools.

DevOps to Engineer Ratio

The ideal Developer to DevOps engineer ratio is 5:1, and in large software organizations like Google, the ratio is 6:1. Large start-ups, can have a Developer to DevOps ratio as high as 15:1, however it is not recommended to have insufficient cloud and infrastructure support.

How Many DevOps Engineers are There Per Company?

Google has approximately 27,000 software engineers, and their 6:1 Developer to DevOps ration means they are estimated to have at least 4,500 DevOps engineers. Amazon employs over 36,000 software engineers, and likely has over 6,000 DevOps roles.

The Costs of Putting Together a Tech Dream Team

Data from the Stack Overflow Developer Survey 2023 highlights the competitive salaries reported by developers, with Cloud Engineers and Site Reliability Engineers topping the list in the United States. 

Hire DevOps Engineers or Software Developers: Salary and Demand Statistics

While salary is always a consideration, both DevOps engineers and software developers bring substantial value to an organization. According to Gartner, the demand for both roles is expected to grow. Based on the scope and nature of work, choose a role that offers optimal value.

DevOps vs Software Engineer Salary

Software engineers can be considered a part of numerous roles and vary greatly, so for this number, we looked to Indeed and Glassdoor, and found an average salary of $117,000 in the US in 2023. From these same statistics, we discovered that DevOps engineers reportedly earned an average salary ranging from $125k to $133k in the US in 2023.

DevOps vs Backend Salary

The average salary for a back end developer is a whopping $157,092 per year in the United States (2023), according to Indeed, and $147,662 according to ZipRecruiter estimates.

DevOps Engineer vs Full Stack Developer Salary

The average salary for a full stack developer in 2023 ranges from $124,943 per year in the United States, to $134,771.

Is DevOps Adoption Worth it?

Adopting DevOps practices can be a significant decision for any organization. It involves integrating development and operations teams to improve collaboration, increase efficiency, and automate processes. Before making this transition, it's essential to weigh the potential benefits against the cost of hiring DevOps engineers or DevOps engineering service providers.

Pros and Cons of DevOps for Your Team

Pros:

• Enhanced Collaboration: DevOps fosters a culture of collaboration and communication between developers and operations teams, leading to more cohesive and efficient workflows.

• Increased Efficiency: Automation of repetitive tasks and streamlined processes lead to faster development cycles and quicker deployment.

• Improved Quality: Continuous integration and continuous delivery (CI/CD) ensure frequent testing, reducing the likelihood of major issues and improving the overall quality of the software.

• Better Customer Satisfaction: Faster deployment of features and fixes means improved customer experiences and quicker response to market demands.

Cons:

• Initial Implementation Challenges: The shift to DevOps can require significant changes in culture and processes, which might be challenging initially.

• Training and Skill Development: Teams may require training to adapt to new tools and practices, involving time and financial investment.

• Hiring Risks: DevOps engineers take care of some of the most vulnerable parts of your infrastructure - make sure you hire a high-quality DevOps (we recommend using DevOps assessments to hire the right candidates!).

DevOps can lead to success in some instances

DevOps Success Stories

Many companies have successfully adopted DevOps, leading to remarkable improvements in their operations. For example, Netflix's implementation of DevOps practices has enabled them to manage massive deployments efficiently across a global infrastructure.

Another success story is Etsy, which transformed from lengthy deployment cycles to deploying more than 50 times a day, significantly enhancing their ability to respond to market needs.

DevOps Engineering Services

For companies looking to transition to DevOps but lacking in-house expertise, DevOps engineering services can be invaluable. These services typically offer:

• Assessment and Planning: Evaluating your current IT infrastructure and processes to create a tailored DevOps adoption strategy.

• CI/CD Pipeline Setup: Establishing continuous integration and deployment pipelines to automate the software release process.

• Cloud Infrastructure Management: Assisting in managing and optimizing cloud resources.

• Monitoring and Logging: Implementing monitoring tools for better visibility into the performance and health of applications and infrastructure.

• Security Integration (DevSecOps): Incorporating security practices into the DevOps workflow to ensure secure software development.

• Training and Support: Providing training and ongoing support to help teams adapt to DevOps practices.

DevOps engineering services can act as a bridge, helping your team to smoothly transition to DevOps practices while minimizing disruptions to your current operations.

Final Word

Determining the right mix of DevOps engineers and developers is crucial for optimizing your team's performance and achieving project success. The choice depends on understanding the distinct roles, skills, and contributions of each.

Balancing these roles ensures a comprehensive approach to software development, from creation to deployment, fostering a culture of innovation, efficiency, and quality in your team's work.

We've Added New Tests: Kubernetes and GPC Tests

Since releasing our first test to assess cloud skills on Amazon Web Services, we knew we wanted to offer skills assessments for all the major Cloud providers. Lately, we've been working hard to do just that.

New DevOps Assessments Added to Our Testing Library

This month, we released two tests for Google Cloud: a short test for more junior engineers, and a more complex test tailored for mid to senior candidates.

We also decided to release an easier version of our most popular Kubernetes test that will provide quick validation of whether an engineer knows how to work with applications running on Kubernetes. This test was designed so it could be used by both software engineers and cloud engineers (DevOps, Cloud, SREs).

We added these junior-level assessments to our testing library because many of our clients expressed an interest in faster and easier skills assessments that would take only 15-20 min to complete, while still providing the same high-quality standard of assessing engineers' hands-on skills in certain technologies.

Read on to learn more about the new tests we are launching this month.

GCP Skills Assessments

Both Google Cloud Platform (GCP) tests provide candidates access to the Google Cloud console to work with cloud resources. Each candidate's test is created in a separate Google Cloud project, so their testing environment is completely isolated from others.

Introducing our new GCP Tests

Unlike AWS, Google Cloud doesn't allow the creation of usernames and passwords to access the GCP Console, so this means a candidate must have a Google account to log in to the GCP Console.

To overcome this limitation and to provide a seamless experience for candidates, we've implemented the Workforce Identity Federation. This allows candidates to use existing their Brokee credentials to log in to Google Cloud to complete skill tests.

This experience proved to be even more convenient than creating users on AWS, so in the future, we will attempt to achieve the same workflow for our AWS tests.

Similar to AWS and other tests on Brokee, hiring teams can still expect to receive the same detailed reports for each candidate. We will provide a history of user activity and AI summaries of the candidate's performance.

An example of a test report

Junior Kubernetes Assessment

Our most popular test for Kubernetes is often considered pretty difficult for mid-level - and even sometimes senior - applicants!

In addition to needing to know their way around Kubernetes (which is complex on its own), engineers need to understand how external-dns and cert-manager can be used together to automatically create DNS records and SSL certificates for the application running on Kubernetes.

We usually see one of three things when candidates take this test:

a) they solve the test completely in a reasonable time frame (1-2 hours),

b) they complete 70-80% but have a tough time

c) they can't do it at all.

Not all engineers who work with Kubernetes necessarily have (or need!) a deep understanding of Kubernetes administration. Some developers just need to be able to deploy simple applications, while their colleagues do Kubernetes administration.

This made us realize that a simpler test would be sufficient to filter out the majority of unqualified candidates, and checking core Kubernetes functionality would be more applicable to a wider pool of companies.

Introducing our Kubernetes Junior Test!...

We've launched our new K8s Junior Test

This test can be used for software developers or junior DevOps candidates (even though some would argue that there are no Juniors in DevOps 😈).

Candidates will fix configuration errors in a Kubernetes application to make it run correctly on the cluster. This should be a quick puzzle for those with at least some knowledge of Kubernetes.

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Thank you for reading - we invite you to try out our new tests with your teammates or hiring candidates, and let us know what you think. What's coming up next month? We are developing skills assessments for Azure, stay tuned!

Read More: How to Choose the Best DevOps Engineer Assessment

Cloud Engineer vs Software Engineer: What Sets a Cloud System Engineer Apart

Cloud engineers and software engineers are often thought to have similar job responsibilities, but they actually have distinct roles in the world of technology.

While both work with software applications, cloud engineers specialize in the infrastructure and support of cloud computing systems, while software engineers focus on the development of software solutions.

Differences Between Cloud and Software Engineers

The main difference between cloud engineers and software engineers lies in their focus and skillset. Cloud engineers prioritize the management and support of cloud-based systems and infrastructure. They ensure the availability, reliability, and security of cloud services.

Software engineers, on the other hand, concentrate on software development, creating applications and solutions that run on various operating systems and meet specific user requirements.

Cloud engineers versus software engineers

What Is A Cloud Engineer?

A cloud engineer is a professional who specializes in designing, building, and maintaining cloud-based infrastructure and services. They have expertise in various cloud platforms and technologies, such as AWS, Azure, or Google Cloud.

Cloud engineers play a crucial role in modern IT environments, enabling businesses to leverage the power of the cloud for scalable and cost-effective solutions. They help organizations migrate their infrastructure to the cloud and ensure the smooth operation and ongoing support of cloud-based systems.

Cloud engineers are similar or sometimes, interchangeable, to the following roles: DevOps Engineers, Cloud Architects, Systems Administrators, Network Engineers, Site Reliability Engineers (SREs), Cloud Security Engineers, DevSecOps, Cloud Solutions Architects, Cloud Operations Engineers, and Data Engineers.

What Does A Cloud Engineer Do?

A cloud engineer is responsible for designing, implementing, and managing cloud-based solutions. They ensure the availability, performance, and security of cloud infrastructure and services.

Cloud engineers work closely with software developers, network engineers, and system administrators to create efficient and scalable cloud-based architectures. They are also responsible for monitoring and troubleshooting cloud systems, optimizing resource utilization, and implementing best practices for cloud infrastructure management.

Read More: The Top DevOps and Cloud Conferences to Attend in 2024

Are you on the cloud yet?

What is Cloud Computing?

At its core, cloud computing refers to the delivery of various services, such as storage, computing power, databases, networking, and software, over the internet, often through a network of remote servers.

This approach allows users to access and leverage these resources on a pay-as-you-go basis, eliminating the need for extensive on-premises hardware and infrastructure.

Cloud computing is characterized by its scalability, flexibility, and cost-efficiency, making it a driving force behind the digital transformation of businesses and the delivery of innovative services.

Cloud engineers play a pivotal role in the world of cloud computing by ensuring the seamless operation and optimization of cloud-based systems. They are instrumental in bringing the concept of cloud computing to life.

Cloud engineers come into play by designing, building, and maintaining the cloud infrastructure and services that organizations rely on, as well as sometimes even maximizing cloud financial management.

Job responsibilities vary between cloud engineers and software engineers

Cloud Engineers vs Software Engineers – Job Responsibilities

Cloud engineers are primarily responsible for designing, implementing, and managing cloud infrastructure and services to support an organization's IT operations. 

Their primary focus is on leveraging cloud computing platforms and technologies to optimize performance, scalability, and cost-efficiency. They ensure the reliability and efficiency of cloud services, working closely with cloud service providers such as AWS, Azure, or Google Cloud.

On the other hand, software engineers are involved in the entire software development lifecycle,  with responsibilities related to everything from designing and coding to testing and debugging. They create software solutions that meet specific user needs and enhance system performance.

Read More: Platform Engineering vs DevOps

Software Engineer vs Cloud Engineer: Salary Difference

In 2023 and beyond, both software engineers and cloud engineers find themselves in incredibly high demand in the technology industry. With the digital transformation of businesses and the growing reliance on cloud-based services, these professionals play a vital role in the development and maintenance of modern software systems.

The salaries for both roles are quite similar, and they depend on factors such as experience, certifications, technical skills, and proficiency in programming languages.

According to ZipRecruiter, the US national average salary for Cloud Engineers is approximately $130,000 mirroring the average for Software Engineers in 2023.

However, it's noteworthy that entry-level positions in the field of cloud engineering tend to offer a higher average salary at around $109,500, as compared to entry-level software engineering positions, which average around $91,966.

The broad pay range for entry-level positions in both fields, differing by as much as $48,500, implies that there are ample opportunities for career advancement and increased compensation, influenced by factors such as expertise, geographic location, and years of experience. 

Read More: The Best DevOps and Cloud Bootcamps of 2024

Salaries can vary greatly depending on location, skills, and more

Why are Cloud Engineers Paid So Much?

The demand for cloud engineers is high due to the increasing adoption of cloud computing by businesses. Cloud engineers possess specialized skills and knowledge in cloud technologies, making them valuable assets in the tech industry.

Their ability to design, build, and manage cloud systems that optimize productivity and efficiency contributes to their higher salary levels.

Keep in mind that expenses for hiring a cloud engineer go beyond just salary, but can include other hidden costs of your hiring pipeline, such as technical interviews, hiring mistakes, and more.

What Skills Does a Cloud Engineer Need?

A cloud engineer must possess a solid understanding of cloud technologies and platforms such as AWS, Azure, or Google Cloud. They should have expertise in networking, virtualization, and storage technologies.

 Additionally, strong programming skills in languages like Python, Java, or C# are necessary for scripting and automation purposes. Communication skills are also vital as cloud engineers often collaborate with teams and need to effectively convey complex technical concepts to non-technical stakeholders.

Is Coding Required for Cloud Engineers?

Yes, coding is an essential skill for cloud engineers. While they may not write large software applications like software engineers do, cloud engineers still require programming skills for scripting, automation, and infrastructure as code tasks. They often use programming languages to automate processes and manage cloud resources efficiently.

Consider coding languages like Python, Java, C#, Golang, and Powershell

Which Coding Languages Do Cloud Engineers Use?

Cloud engineers commonly use programming languages such as Python, Java, C#, Golang, and PowerShell. These languages offer flexibility, extensive libraries, and frameworks that enable cloud engineers to build and automate cloud infrastructure effectively. Additionally, proficiency in infrastructure as code tools like Terraform or Ansible can be beneficial in cloud engineering.

What Technical Skills Should Cloud Engineers Have?

Besides proficiency in cloud providers such as AWS, Azure, and Google Cloud, as well as being well-versed in programming languages to automate tasks and manage cloud resources effectively, there are other expertise cloud engineers should have.

A solid grasp of networking principles, including VPC, VPN, and load balancing, is crucial for building efficient and secure cloud architectures. Expertise in virtualization, storage solutions, and serverless computing is essential for resource optimization and scalability. 

 Additionally, knowledge of containerization technologies like Docker and orchestration tools such as Kubernetes has become increasingly important in a landscape where microservices and containerization are prevalent.

How to Evaluate DevOps or Cloud Engineers

When evaluating DevOps or cloud engineers for your team, it's important to go beyond traditional interview questions.

While scenario-based queries, technical problem-solving exercises, and inquiries about real-life experiences are valuable, modern tools like Cloud Assessments have proven to be more effective in assessing a candidate's performance on the job.

Read More: Choosing the Best DevOps Engineer Assessment

Brokee's DevOps assessments provide a real-world simulation of the tasks and challenges a DevOps engineer will face in their role. They offer a more comprehensive and practical way to gauge a candidate's proficiency in using tools, implementing best practices, and collaborating effectively within a DevOps or Cloud team.

By incorporating such assessments into your evaluation process, you can make more informed decisions about the suitability of candidates for the demands of cloud engineering roles.

Can a Software Engineer Work as a Cloud Engineer?

Yes, a software engineer can transition into a cloud engineering role with the right skills and training. Software engineers already possess the foundational knowledge of systems and programming, which is valuable in cloud engineering.

By acquiring additional skills in cloud technologies, networking, and virtualization, a software engineer can successfully transition to a cloud engineer role and take advantage of the growing demand for cloud expertise.

Choose the right type of engineer for your business needs

Which Engineer is the Right One to Hire?

Selecting the right engineer for your project or business is a crucial decision that hinges on the specific needs and objectives of your endeavor. When making this choice, it's essential to consider the nature of the project.

If you require infrastructure management, cloud deployment, and system optimization, a cloud engineer may be the ideal choice, bringing expertise in cloud platforms and technologies.

Read More: 7 Signs You Should Hire a DevOps Engineer

On the other hand, if your project centers around software development, application creation, and coding, a software engineer is likely the best fit, equipped with the skills needed for software design and implementation.

By understanding your project's unique requirements and the core competencies of each engineering role, you can make an informed decision to ensure the success and efficiency of your business or project.

We recommend using skill assessment software to qualify candidates, ensuring you choose the best talent for the job.

Read More: What's the Right Ratio of DevOps to Developers?

Final Word: Software Engineers and Cloud Engineers

Both roles are in high demand in the technology industry, with similar salary averages in 2023. The transition from software engineering to cloud engineering is feasible with the right skill set.

Ultimately, the synergy between software engineers and cloud engineers enables the creation of efficient and scalable cloud-based solutions, facilitating the digital transformation of businesses in the modern technological landscape.

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FAQ

Q: What education and certification are needed to become a Cloud Engineer?

A: While a bachelor's or master's degree in computer science or a related field is beneficial, it is not always required to become a Cloud Engineer. However, obtaining relevant certifications, such as those from AWS, Azure, or Google Cloud, can greatly enhance your chances of getting a job in this field.

Q: What is the career path for a Cloud Engineer?

A: The career path for a Cloud Engineer typically starts with an entry-level position, such as an intern or junior Cloud Engineer. With experience and expertise, one can progress to roles like Cloud Architect, Cloud Consultant, or even Cloud Engineer Manager.

Q: What are the responsibilities of a Cloud Engineer?

A: The responsibilities of a Cloud Engineer include designing and implementing cloud architecture, managing cloud infrastructure, ensuring security and compliance, troubleshooting issues, and optimizing performance of cloud systems.

Q: How long does it take to become a Cloud Engineer?

A: The time it takes to become a Cloud Engineer can vary depending on various factors, including your prior knowledge and experience in IT or software development. However, on average, it can take several years of dedicated learning and hands-on experience to become a proficient Cloud Engineer.

Q: How much do Software Engineers and Cloud Engineers earn?

A: The salary of Software Engineers and Cloud Engineers can vary depending on factors such as location, years of experience, and industry. However, both roles generally offer competitive salaries, and with experience and expertise, the earning potential can increase significantly.

We Offer an AI-Powered Technical Recruiting Tool

Our team had a busy September. We expanded our team by hiring two engineers, an engineering intern, and a lead generation expert. Since it takes time to onboard new team members, we didn't plan too much for September. Despite that, we successfully delivered two features that we had been planning for a long time. Additionally, we moved our blog posts to a new platform called Ghost, which has improved the writing experience. Previously, we used Sanity, but I may write another blog post explaining why we made the switch. All in all, it was a productive month for us.

Long story short, let's jump to our big updates.

Recording Of User Activity

Brokee is a platform that offers technical skills assessments to potential hiring candidates. The candidates are given access to live IT infrastructure and are required to fix a broken application to showcase their technical skills with specific technical stacks. Previously, we provided a text-based history of the candidate's user activity that showed which commands they used to troubleshoot and fix various problems with the application's configuration, environment, or security.

Terminal History

This approach was helpful in providing a quick glimpse of how the candidate was attempting to fix IT infrastructure issues. It allowed us to see where candidates got stuck for 5-20 minutes and needed to spend time reading documentation or searching for potential fixes on the internet. However, it lacked some depth as we couldn't see what was happening when the candidate was editing a file. This made it difficult to judge if specific changes were relevant or if the candidate was just looking at a file without making any changes. We do provide automated evaluations of each test to ensure that the application is fixed at the end of the test, but it's still important to know exactly how the problem was solved.

So, we've integrated asciinema into our testing environment. Now, you can replay the whole user activity with a click of a button.

Asciinema Player

While this is great, nobody wants to spend 30-60 minutes rewatching the terminal activity of every hiring candidate, so we suggest the following approach for technical team members to spend the least amount of time analyzing user activity:

• Take a 1-minute look at the history of user commands.

• If you see something interesting or unusual, look at the time stamp, and jump to the specific time in the recording to understand what was happening in detail.

This way, you can quickly understand how exactly candidates solved specific problems in a fast and efficient manner.

AI-Generated Summary of Candidate Performance

Another major update on Brokee was the integration of AI into automated evaluations of candidate performance. While the history of user commands and replaying of user activity can help technical team members understand how every candidate fixes problems, every engineer has different skill sets and experience levels. As a result, less technical members of the hiring team may not be able to understand user activity, making textual and video representations insufficient to make informed decisions about the best hire. To address this, we asked ourselves how we could make the results more accessible to everyone on the hiring team?

Meet AI summaries of candidate performance:

As we are gathering data on user activity, we can use it to generate a structured summary with easily understandable explanations of what occurred in the testing environment. This allows everyone to quickly review the report and have a common understanding of which tools the candidate used to troubleshoot problems, along with their general purpose (such as networking configuration, working with files, security configuration, etc.). Additionally, the report highlights any changes made to the environment, and provides details on specific configurations used. As there are multiple ways to fix the same problem, even experienced engineers can learn something new by reviewing the AI-generated summary, especially if the candidate used a new tool to resolve an issue.

This is great because our automated evaluations can serve as performance reports as well as educational materials for the entire team. If you have multiple candidates who have completed skills assessments, you can refer to this report to identify the most efficient and creative problem solvers for issues with IT infrastructure.

Reporting Recap

This is just the beginning. We plan to provide more advanced reports in the future, but just to recap, here's what Brokee offers right now in terms of reporting:

• Test Completion Status: Passed/Failed

• Time Taken To Complete Assessment

• Number of Completed Subtasks

• Automated Checks

• AI-Generated Summary of User Activity

• History of Commands

• Recording of Terminal Activity

We strive to be your top choice in hiring DevOps and Cloud engineers. If you're planning to hire or need help assessing candidates, please contact us via our website, and don't forget to follow us on Linkedin and Facebook.