#1
I've interviewed 50+ DevRel candidates. Here's the one thing that separates good from great.
"I've interviewed over 50 DevRel candidates in the last two years. Most of them could code. Most of them could talk. Almost none of them could do both at the same time — and that's the whole job."
Why it works
This post leads with a credibility-building number and immediately frames a tension that every DevRel hiring manager has felt. It invites comments from people who agree, disagree, or want to know what 'both at the same time' actually looks like in practice.
#2
DevRel job descriptions are broken. Here's why you're not attracting the right candidates.
"Your DevRel job description asks for 5 years of experience, a CS degree, public speaking credits, open source contributions, and 'passion for community.' You're not describing a role. You're describing a unicorn that doesn't exist."
Why it works
This insight challenges a common frustration shared by both hiring managers and candidates in the DevRel space. It positions the author as someone with an informed, critical perspective — and will generate strong reactions from both sides of the hiring table.
#3
7 green flags I look for when hiring a developer advocate
"Forget the resume. These are the 7 things I actually look for when hiring a developer advocate — and most of them you can't fake."
Why it works
Listicles with a strong framing hook perform consistently well. 'Can't fake' creates intrigue and implies insider knowledge. DevRel professionals will save this post to share with hiring teams or use it to self-evaluate.
#4
Hot take: Community managers should be paid more than most engineers at your company.
"Hot take: A great community manager who keeps 10,000 developers engaged and converting is worth more to your business than most individual contributors on your engineering team. Fight me."
Why it works
This is designed to provoke — and it will. The topic of DevRel compensation is consistently contentious. It will pull in comments from engineers, community professionals, and founders alike, driving massive engagement and visibility.
#5
What's the hardest part of hiring for your DevRel team right now?
"We're hiring for a senior DevRel role and I keep running into the same wall. I'm curious — what's the hardest part of hiring for your DevRel team right now?"
Why it works
Questions that surface shared pain points generate high comment volume from a targeted audience. This post invites DevRel leaders to vent, share, and connect — and positions the author as a collaborative peer rather than an authority figure.
#6
I hired someone with zero traditional DevRel experience. Best decision I ever made.
"She had no conference talks. No open source repos. No previous DevRel title. She did have a YouTube channel with 40k subscribers teaching developers how to use APIs. I hired her on the spot. Six months later, our developer community doubled."
Why it works
This story challenges conventional hiring criteria and delivers a clear, satisfying payoff. It validates non-traditional candidates and will resonate deeply with both hiring managers willing to take risks and job seekers who don't fit the standard mold.
#7
Why most companies hire DevRel too late — and what it costs them
"Most companies hire their first DevRel person after developers are already frustrated with the product. By then, you're not building community — you're doing damage control."
Why it works
This insight reframes DevRel hiring as a strategic business decision rather than a nice-to-have. It speaks directly to DevRel professionals who've been brought in too late and to founders or executives who might be lurking on their feeds.
#8
5 interview questions that actually tell you if someone can do DevRel
"Stop asking 'where do you see yourself in 5 years?' in a DevRel interview. Here are 5 questions that will actually tell you if this person can build a developer community from scratch."
Why it works
Practical, actionable content that solves a real problem for hiring managers. This post is highly shareable and saveable — DevRel leaders will forward it to recruiters and use it in their own interview processes, extending its organic reach.
#9
If you've been hired into a DevRel role — what made you the right fit?
"I'm trying to understand what actually gets someone hired in DevRel. Not what the job description said — what actually made you stand out and land the role?"
Why it works
This question is deeply personal and invites self-reflection. It generates authentic, story-driven responses that build community in the comments section and give the post author valuable signals for their own hiring process.
#10
Hot take: Hiring a DevRel person before you have a working API is a waste of everyone's time.
"Controversial opinion: If your API docs are broken, your SDK is three versions behind, and developers can't get to 'hello world' in under 10 minutes — you're not ready to hire DevRel. You're not ready to have a community."
Why it works
This post speaks truth that many DevRel professionals have experienced firsthand but rarely say publicly. It validates the frustration of developers hired into broken setups and challenges founders to fix the product first — generating strong agreement and debate.