> But, yeah, we're having a hard time finding full-stack people that can hit the ground running with Java and Vue
Why not get people who’ve worked with Java and other frontend frameworks, or Vue and other object oriented languages? In my first coding role I knew absolutely no C#, just some JS but I was contributing to the codebase within a week. Most of the particulars of your codebase will be particular to your codebase. Find people who’ve shown they can learn and give them a few weeks rather than take months to hire a person who has last worked with your particular stack.
We are open to that, but without getting many cover letters it's very hard to pick out the people who have the passion to learn new things, from the people happy with what they are doing. It's hard to tell the people who are doing Angular but interested in trying Vue from the people who find Angular a better fit for their Java sensibilities and don't want to do Vue.
That's interesting to hear, because my impression was that software/web development is a field full of people who are self-taught or at least very enthusiastic about learning new tech. I am personally pretty undogmatic when it comes to languages or tools and I assumed most developers who care about solving problems are the same way.
I think most people who are interested enough in applying will do the job. If you tell someone you use Vue, they will be using Vue, and they come in and refuse to learn Vue, just remove that person. Frankly, there’s not very much difference between them, and Vue has less of a learning curve than angular. I don’t really understand how highly hiring managers are fearful of a “bad hire”, especially when people are experienced and have good references.
Why not get people who’ve worked with Java and other frontend frameworks, or Vue and other object oriented languages? In my first coding role I knew absolutely no C#, just some JS but I was contributing to the codebase within a week. Most of the particulars of your codebase will be particular to your codebase. Find people who’ve shown they can learn and give them a few weeks rather than take months to hire a person who has last worked with your particular stack.