# talent Published articles for talent. This is one page of public article previews, not the complete archive. Follow Next page to continue. Summaries are not the original full articles. ## Government Digital Service move 'grinds gears' in UK's e-government DevFeed: [Government Digital Service move 'grinds gears' in UK's e-government]() Original publisher: [Read original article]() Author: Lindsay Clark Published: 2026-09-17T09:15:00Z Content type: news Language: en Sources: [www.theregister.com - Articles]() Topics: [digital](), [Development]() Tags: [digital](), [government](), [public-sector](), [strategy](), [talent](), [team](), [tech](), [uk]() ### AI overview Experts fear a loss of talent after the team responsible for technology strategy was moved to a third department in three years, creating friction in the UK's e-government efforts. ### Source excerpt As team responsible for tech strategy shunted to third department in three years, experts fear exodus of talent ## Nubank Brazil 2027 Internship Program: developing talent for an AI-native world DevFeed: [Nubank Brazil 2027 Internship Program: developing talent for an AI-native world]() Original publisher: [Read original article]() Author: Nubank Editorial Published: 2026-08-21T16:36:36Z Content type: release Language: en Sources: [Nubank]() Topics: [AI Strategy](), [Artificial Intelligence](), [Development]() Tags: [ai](), [chatgpt](), [claude](), [copilot](), [critical-thinking](), [developing](), [internship](), [life-at-nu](), [talent](), [technical]() ### AI overview Nubank's Brazil 2027 Internship Program is designed to develop early-career talent for an AI-first work environment. The program emphasizes AI fluency, critical thinking, evaluating AI outputs, recognizing limitations, and applying personal judgment. It offers approximately 50 openings and an 18-month development experience. ### Source excerpt Meet Nubank's new internship program, created to develop talent that combines technical fundamentals, critical thinking and AI fluency The post Nubank Brazil 2027 Internship Program: developing talent for an AI-native world appeared first on Building Nubank. ## Founder Mode: How PostHog builds in public DevFeed: [Founder Mode: How PostHog builds in public]() Original publisher: [Read original article]() Author: Tiffany Chen Published: 2024-11-18T00:00:00Z Content type: article Language: en Sources: [Mintlify Blog]() Topics: [trust](), [Open Source](), [Website](), [Documentation](), [GitHub]() Tags: [article](), [developers](), [docs](), [for-founders](), [github](), [open-source](), [platform](), [processes](), [talent](), [trust](), [website]() ### AI overview PostHog co-founder James Hawkins explains how the company uses building in public and treats its website as a product. The article describes how public documentation, GitHub-based work, and transparency help PostHog build trust, attract talent, strengthen internal processes, and differentiate itself. ### Source excerpt Founder Mode is a series uncovering how founders and early leaders operate at some of today's standout startups. PostHog, an analytics platform, has built an iconic brand among developers since its inception in 2020. ## Job Hopping, Career Progression, and Startup Tenure DevFeed: [Job Hopping, Career Progression, and Startup Tenure]() Original publisher: [Read original article]() Author: Pedro Gil Carvalho Published: 2022-02-11T12:16:01Z Content type: opinion Language: en Sources: [Pedro Gil Carvalho]() Topics: [tech jobs](), [Job]() Tags: [career](), [career-progression](), [equity](), [hiring](), [interviews](), [jobs](), [new-job](), [promotion](), [startups](), [talent]() ### AI overview The article examines why tenure can be short in technology jobs, including easier access to raises and promotions by changing employers, startup changes, rapid individual growth, and startup failure. It considers whether frequent job changes can harm a career. ### Source excerpt Red flag or sign of ambition? Hint of impatience, or rebellion of the discriminated? And what part do companies play in this? There's a lot to unpack. ## Post-Mortem: LinkedIn Talent Intelligence Experience DevFeed: [Post-Mortem: LinkedIn Talent Intelligence Experience]() Original publisher: [Read original article]() Author: andrew@nystudio107.com (Andrew Welch) Published: 2018-06-20T13:37:00Z Content type: article Language: en Sources: [nystudio107 | Articles on modern web development.]() Topics: [Post Mortem](), [Content Management System](), [GraphQL](), [vuejs](), [Front end](), [App](), [DevOps]() Tags: [app](), [cms](), [covers](), [craft](), [create](), [devops](), [experience](), [frontend](), [graphql](), [intelligence](), [interactive](), [linkedin-s](), [post-mortem](), [post-mortems](), [project](), [talent](), [unique](), [vuejs](), [web]() ### AI overview This post-mortem explains how Craft CMS 3, GraphQL, and VueJS were used to build an interactive tablet-and-projection-wall experience for LinkedIn's Talent Intelligence events. It focuses on the project's planning, architecture, DevOps, and core application design. ### Source excerpt This project post-mortem covers a unique use of Craft CMS 3, GraphQL, and VueJS to create an interactive experience for LinkedIn's Talent Intelligence Experience ## How Heroku Works - Hiring DevFeed: [How Heroku Works - Hiring]() Original publisher: [Read original article]() Author: Map Published: 2011-12-02T20:55:56Z Content type: opinion Language: en Sources: [Craig Kerstiens]() Topics: [Heroku](), [GitHub]() Tags: [business](), [developers](), [email](), [engineering](), [github](), [heroku](), [hiring](), [manager](), [organization](), [process](), [resume](), [screen](), [talent]() ### AI overview This commentary describes Heroku's hiring process, including resume and GitHub profile review, screening stages, and a starter project. It emphasizes evaluating candidate fit and having hiring managers directly assess applicants and communicate decisions. ### Source excerpt I alluded in earlier posts of How Heroku Works that we have talented engineers. In fact I would venture to say that there is not a weak link when it comes to our engineers at Heroku. Ensuring we have talented engineers makes it easier for us to find other talented engineers and maintains a level of quality in our product. This means we must be very careful about not diluting our pool of engineering talent, which is where our hiring process becomes especially key. By the time we hire a new employee, we know without a doubt they're a fit within our organization. Our goal in hiring is seldom to fill a role, but more commonly to find more talented people share our goal (changing the world for developers). So what's our hiring process look like.... Review Resume/Github Profile Initial Screen Second Screen Starter Project While there's definitely a process that we follow that's not what's interesting. We way too often get worried about the steps 1, 2, 3... Instead you should focus on what's important: are they a fit? Can they get shit done? Who cares about how many phone screens someone goes through?! Five phone screens instead of two doesn't make them a better fit for your company. The short of it is they go through enough screens that you feel comfortable and you progress them through the process. For us at any point in the process if someone is determined to not be a fit the process ends there. If the process does end the hiring manager will relay this in the appropriate form, though always in writing via email as well. The hiring manager could debatably be the biggest difference between our process and others. When a candidate applies to a position it goes to the hiring manager (not an HR person). The hiring manager will be your manager once at Heroku it's one in the same and this ensures from the start of the process the candidate and the manager mesh well. Yes, having the manager of a group review github profiles and resumes is extra effort, but who better to judge from