Here's How to Get Hired As a Software Engineer at Wells Fargo – Business Insider

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The market for technologists on Wall Street is set to get even tighter as Wells Fargo, the nation’s fourth largest bank, looks to snap up 1,600 new software engineers and managers.
Steve Hagerman, who was named chief technology officer of Wells Fargo in January, told Insider the bank has 2,500 open roles across its entire technology organization, roughly two-thirds of which are for software engineers and managers. 
Hagerman joined Wells Fargo in 2019 from JPMorgan Chase, where he had spent more than 17 years. Before being named CTO at Wells — a position that oversees enterprise and product architecture across the bank and reports directly to Head of Technology Saul Van Beurden — Hagerman headed up consumer-lending tech. 
Hagerman told Insider that the scale of hiring isn’t new for Wells Fargo — which counts roughly 42,000 employees across its tech org overall — given typical attrition rates. But the number of engineers the bank is recruiting has increased over time due to a change in the way Wells Fargo organizes its tech projects. Engineers accounted for 60% of tech workers at the bank a couple years ago. That number has risen to 80%. 
“We’ve made a massive shift, to the tune of thousands of development teams that are now implementing scrum and operating in an agile fashion,” Hagerman told Insider. 
An agile workflow is one in which small, cross-functional teams — or “scrums” — have the freedom to independently collaborate on projects across a tech organization. Because it entails less top-down, siloed decision making, agile tech development can mean more roles for engineers and fewer for managers. 
“At a consistent level of investment, we want greater output of technology,” he added, referencing Wells Fargo’s $10 billion dollar annual tech budget. 
At Wells Fargo, a software-engineer role will typically require two or more years of experience. A senior software-engineer candidate might need four or more, while a lead software engineer will need five or more years of experience, Hagerman said.   
The interviewing process within engineering at Wells can include as many as six rounds of conversations.
The first is an interview with the recruiter to get a sense of the candidate’s personality and technical aptitude, Hagerman said.
That’s followed by a panel of three to four stakeholders (including the hiring manager) assessing the candidate’s technical depth and ability to juggle multiple questions, personalities, and different needs, he added. Sometimes these panels will be broken out into individual interviews.
Applicants should know Java and Microsoft’s .net open-source developer platform, which are used heavily across the firm. The bank’s AI and machine-learning teams typically use the stats-oriented languages Python and R. Wells is also starting to get comfortable with the general-purpose languages Go and Rust.
And as Wells Fargo embarks on its cloud journey, inking agreements with public-cloud providers Microsoft Azure and Google Cloud Platform, it will look to have 50% of engineers be cloud-certified by the end of the year.
But as with any big technology transition, there will be a period of time when the bank is straddling modern technology stacks and legacy ones.
The bank is still reliant on its mainframe, Hagerman said, adding that there are a number of positions open for developers that know COBOL, a coding language introduced more than 60 years ago, and IBM IMS, a database system unveiled 56 years ago.
Hagerman wants to see candidates be self-starters and continuous learners, whether on the clock or in their own free time. 
During interviews he’ll pull up his own page on Pluralsight, a tech workforce development website, and compare and contrast the courses he’s taken to that of the candidate. 
Specific courses that stand out include learning tracks that include agile, architecture, or cloud, as well as completing the basic level of classes among public-cloud providers, such as fundamentals for Azure, Amazon Web Services, and GCP, Hagerman said. 
Candidates who think about their specific coding task within the broader technical ecosystem will stand out, in addition to understanding how changes to their specific domain may impact other parts of the software development process. That’s why it’s a plus to do courses related to DevOps (a framework that considers the whole software development lifecycle) and domain-driven design (a software development approach built around subject-matter expertise).
Also, candidates who share their GitHub URL stand out to Hagerman, who said he likes having an eye inside developers’ portfolio of projects and code changes to understand how they approach problem solving. 
Lastly, don’t jump to conclusions, or solutions, too quickly.
“If I ask a candidate a question and they immediately jump to an answer, I’m skeptical already,” Hagerman said, adding that he tends to value introspectiveness and curiosity in candidates and likes a two-way style interview where the applicant asks questions back to the interviewer. 
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