He is a technical lead but with some responisbilities
of a manager. He would be mostly doing managerial
duties as you have identified. But he will need to get
his hands dirty "when the going gets tough".
Most importantly, he will need to identify customer
requirements and ensure the design we produce with him
is steered in the correct direction. He will also need
to sell solutions to the customer that will benefit
both parties ;-)
I seem to recall reading somewhere some comments from
either joe or Jorge. But I cant find it anymore. Hence
the post.
Cheers
--- Matt Hargraves <[EMAIL PROTECTED]> wrote:
> Is he a manager or a technical lead? There's a
> world of difference between
> the two.
>
> Technical leads have many of the responsibilities of
> a manager (handing out
> tasks, interfacing with upper management,
> discipline, etc...) but also have
> to be able to 'get their hands dirty', in other
> words, they basically have
> to be very strong technically.
>
> If you're interviewing for a manager who isn't going
> to be doing anything
> technical, then just make sure that A) you don't
> grant him schema/enterprise
> admin rights, so that he can't screw everything up
> on you and B) He knows
> enough to where you're not holding his hand in
> *every* discussion that goes
> down the technical path.
>
> If he's a technical lead... he should know how to
> deal with people and know
> nearly as much as you do, if not more. If he's
> going to be digging into AD
> and having to work on fixing problems when they
> appear, then you need to
> make sure that he's not going to screw things up
> because he's trying to
> remember what they taught him in that 2-week class 8
> months ago.
>
>
>
> On 7/23/06, Matheesha Weerasinghe
> <[EMAIL PROTECTED]> wrote:
> >
> > All
> >
> > I am currently in the process of interviewing job
> > candidates who if successful will become my boss
> ;-)
> > Basically the manager who will be his boss has
> asked
> > me to do the technical side of the interview and
> check
> > if the candidates are OK. I've had the "pleasure"
> of
> > interviewing 2 so far and they were pretty weak
> > technically. I am not sure if I have been spoilt
> by
> > the creme-de-la-creme here but I did check them a
> > little thoroughly especially with the candidate
> who
> > was bold enough to mention under key skills "very
> > strong knowledge of windows 2000/2003 Active
> > Directory".
> >
> > Now I am definitely no expert, but if someone is
> bold
> > enough to claim that, he better not buckle up
> under
> > pressure and reply that the questions I am asking
> are
> > only worthy knowledge to those working at
> Microsoft.
> > And this is the reply I got when I asked him what
> the
> > FSMO roles did. Actually, I got a little miffed as
> the
> > guys had the audacity to demand pretty much twice
> the
> > pay I am getting and were paper MCSE's.
> >
> > The feedback we received from the candidates
> > afterwards said the interview style was .....
> > aggressive.
> >
> > So, my question to you guys is, if you
> interviewing
> > someone for a Windows tech-lead position (with
> focus
> > on AD), how technical would you want him to be?
> This
> > is a guy who would be steering the design of an
> > infrastructure to support tens of thousands of
> users.
> >
> > Cheers
> >
> > Mudha
> > {Newbie AD Guru wannabe ;0) }
> >
> >
> >
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