I disagree that a programming portfolio is so critical.

We have plenty of extremely skilled programmers around here who were hired without a portfolio of game demos.



If you happen to have something to show us, that's great. It provides evidence that you can do the job, meaning you are more likely to get the job.

But if you don't have one, it does not exclude you from the job.

Sometimes the best new hires are those who are excited and have a positive attitude, demonstrate their skills through academic performance and through strong results in our programming tests and interviews, yet don't have a portfolio.

We have very few bad hires, and a very low turnover rate. A good part of that is due to how strict the interview process is.


Around here you need a college degree or you need to be approaching graduation. You need to pass a programming test which is mandatory for junior level and discretionary for those with more experience. You need to get through the traditional interviewing process where you will be asked quite a few hard questions. Everything else is optional.

Quote: Original post by Gage64

Quote: Original post by frob
I disagree that a programming portfolio is so critical.

...

Sometimes the best new hires are those who are excited and have a positive attitude, demonstrate their skills through academic performance and through strong results in our programming tests and interviews

How do you decide if you want to invite someone for an interview? Seems like a good portfolio can have a big impact on this decision.

Divination. :-)

A portfolio is just one of many bits of evidence that a person can do a job. It is by no means the ONLY bit of evidence.


What did they actually do in school? Did they take any exceptional coursework? Did they list any special projects? Did they earn academic honors? Have they participated in (not necessarily won) any programming contests or competitions? Is there evidence that they are a star performer, or a leader, or otherwise talented?

What jobs did they have while in school? Did they stick with them? Did the jobs prepare them at all for industry work? Is there evidence that the person will last through a project crunch?

What other interests do they express? Do they show signs that they can interact well with others? Do they show volunteer experience, or work for volunteer organizations? Do they participate in clubs, contests, forums, or other groups?

Do they show evidence of innate ability? Evidence of intelligence, or leadership, or expertise, or enabling others? Do they show evidence of focus, determination, energy, enthusiasm? (Conversely, do they show evidence of being disruptive, arrogant, volatile, easily distracted, unable to finish, or other negative traits?)



After looking at a stack of applications, traits like these become rather easy to identify.


A simple example: Someone hired two years ago with no game development portfolio. They had a masters degree, studied many topics central to game development, placed well in both math and programming competitions, volunteer experience, and a hobby that is completely unrelated to the field. He worked his way through school, had had an internship at Microsoft. Even without a portfolio, on paper it was quite obvious the person had both talent and drive. A programming test and interview process verified it.

He had to be broken of a bad habit of over-designing code, but otherwise was able to learn anything we threw at him and fit in with the culture nicely.