Hexawise is hiring a senior consultant to help our clients improve their software testing processes and results.

Job description

Your mission will be to help Hexawise’s clients achieve dramatic improvements to their software testing efficiency and effectiveness. To do so, you will be providing consulting, training, and implementation support services to ensure that our customers are successfully achieving their business objectives using our test optimization and test automation SaaS solutions and are progressively expanding their usage of our tools.

Your testing expertise will make you uniquely qualified to share best practices and recommendations with existing and target customers. Your customer expertise will make you uniquely qualified to advocate on behalf of Hexawise customers and influence internal strategy and provide leadership to the overall activities of Hexawise’s professional services.

Your job will encompass a diverse set of responsibilities. You will be a highly valued member of the Hexawise team, reporting directly to the CEO.

Responsibilities: Existing Clients

  • Develop strong operational relationships with clients’ project teams and stakeholders to maximize customer satisfaction and seek additional service opportunities.
  • Provide training and implementation support during initial product implementation followed by project-specific consulting, and ongoing adoption support.
  • Contribute to increase revenue throughout the post-sales lifecycle: increase product utilization; identify and close new consulting business within existing accounts; and minimize churn.
  • Offer guidance to clients during launches of new products, features, and/or service offerings.
  • Lead project-specific consulting engagements, and provide test optimization and test automation guidance to Hexawise implementation initiatives.
  • Return important customer insights to the Hexawise team, with the goal of influencing internal strategy and securing the success of our customers.

Responsibilities: Target Clients

  • Clearly explain the benefits and limitations of combinatorial test design to potential customers using language and concepts relevant to their context by drawing upon your own “been there, done that” experiences of having successfully introduced combinatorial test design methods in similar situations.
  • Develop tailored rollout strategies which include integration of Hexawise Optimize and Hexawise Automate into client processes.
  • Define and present comprehensive training and consulting proposals that will enhance Hexawise adoption and keep customer churn extremely low.


Matt Dengler in Japan
Pictured: Matt Dengler, a Hexawise consultant who recently traveled to Japan to help an insurance client design more thorough sets of software tests.

Requirements:

  • 3-5 years of experience with software testing, preferably with an IT consulting firm or a large financial services organization
  • Ability to master the functional capabilities, methodology, and use cases of Hexawise solutions in order to advise customers and promote best practices
  • Excellent communication and interpersonal skills, with the ability to persuasively communicate recommendations, thoughtfully answer tough questions, effectively champion customer needs, and overcome organizational inertia
  • Industry acumen, with knowledge of current software testing trends and an ability to converse with customers at a detailed level on pertinent issues and challenges and describe to clients where Hexawise fits into the competitive landscape of software testing solutions
  • Ability to travel regularly (likely to be no more than 40%)
  • You must be eligible to legally work in the USA.
  • Working from our offices in Durham, NC would be highly preferable. We might consider remote working arrangements for an exceptional candidate based in the USA.

Learn more about the position and apply.

By: John Hunter on Aug 23, 2017

Categories: Career, Customer Success, Hexawise, Software Testing

At Hexawise we aim to improve the way software is tested. Achieving that aim requires not only providing our clients with a wonderful software tool (which our customers say we’re succeeding at) but also a commitment from the users of our tool to adopt new ways of thinking about software testing.

We have written previously about our focus on the importance of the values Bill Hunter (our founder's father) to Hexawise. That has led us to constantly focus on how maximize the benefits our customers gain using Hexawise. This focus has led us to realize that our customers that take advantage of the high-touch training services and ongoing expert test design support on demand that we offer often realize unusually large benefits and roll out usage of Hexawise more quickly and broadly than our customers who acquire licenses to Hexawise and try to “get the tool and make it available to the team.”

We are now looking for someone to take on the challenge of helping our clients succeed. The principles behind our decision to put so much focus on helping our customers succeed are obvious to those that understand the thinking of Bill Hunter, W. Edwards Deming, Russel Ackoff etc. but they may seem a bit odd to others. The focus of this senior-level position really is to help our customers improve their software testing results. It isn't just a happy sounding title that has no bearing on what the job actually entails.

The person holding this position will report to the CEO and work with other executives at Hexawise who all share a commitment to delighting our customers and improving the practice of software testing.

Hexawise is an innovative SaaS firm focused on helping large companies use smarter approaches to test their enterprise software systems. Teams using Hexawise get to market faster with higher quality products. We are the world’s leading firm in our niche market and have a growing client base of highly satisfied customers. Since we launched in 2009, we have grown both revenues and profits every year. Hexawise is changing the way that large companies test software. More than 100 Fortune 500 companies and hundreds of other smaller firms use our industry leading software.

Join our journey to transform how companies test their software systems.

Hexawise office

Description: VP of Customer Success

In the Weeks Prior to a Sale Closing

  • Partner with sales representatives to conduct virtual technical presentations and demonstrations of our Hexawise test design solution.

  • Clearly explain the benefits and limitations of combinatorial test design to potential customers using language and concepts relevant to their context by drawing upon your own “been there, done that” experiences of having successfully introduced combinatorial test design methods in multiple similar situations.

  • Identify and assess business and technical requirements, and position Hexawise solutions accordingly.

Immediately Upon a New Sale Closing

  • Assess a new client’s existing testing-related processes, tools, and methods (as well as their organizational structure) in order to provide the client with customized, actionable recommendations about how they can best incorporate Hexawise.

  • Collaborate with client stakeholders to proactively identify potential barriers to successful adoption and put plans in place to mitigate / overcome such barriers.

  • Provide remote, instructor-led training sessions via webinars.

  • Provide multi-day onsite instructor-led training sessions that: cover basic software test design concepts (such as Equivalence Class Partitioning, the definition of Pairwise-Testing coverage, etc.) as well as how to use the specific features of Hexawise.

  • Include industry-specific and customer-specific customized training modules and hands-on test design exercises to help make the sessions relevant to the testers and BA’s who attend the training sessions.

  • Collaborate with new users and help them iterate, improve, and finalize their first few sets of Hexawise-generated software tests.

  • Set rollout and adoption success criteria with clients and put plans in place to help them achieve their goals.

Months After a New Sale Closing

  • Continue to engage with customers onsite and virtually to understand their needs, answer their test design questions, and help them achieve large benefits from test optimization.

  • Monitor usage statistics of Hexawise clients and proactively reach out to clients, as appropriate, to provide proactive assistance at the first sign that they might be facing any potential adoption/rollout challenges.

  • Collaborate with stakeholders and end users at our clients to identify opportunities to improve the features and capabilities of Hexawise and then collaborate with our development team to share that feedback and implement improvements.

Required Skills and Experience

We are looking for a highly-experienced combinatorial test design expert with outstanding analytical and communication skills to provide these high touch on-boarding services and partner with our sales team with prospective clients.

Education and Experience

  • Bachelor’s or technical university degree.

  • Deep experience successfully introducing combinatorial test design methods on multiple different kinds of projects to several different groups of testers.

  • Set rollout and adoption success criteria with multiple teams and put plans in place to achieve them.

  • Minimum 5 years in software testing, preferably at a IT consulting firm or large financial services firm.

Knowledge and Skills

  • Ability to present and demonstrate capabilities of the Hexawise tool, and the additional services we provides to our clients beyond our tool.
  • Exhibit excellent communication and presentation skills, including questioning techniques.
  • Demonstrate passion regarding consulting with customers.
  • Understand how IT and enterprise software is used to address the business and technical needs of customers.
  • Demonstrate hands-on level skills with relevant and/or related software technology domains.
  • Communicate the value of products and solutions in terms of financial return and impact on customer business goals.
  • Possess a solid level of industry acumen; keeping current with software testing trends and able to converse with customers at a detailed level on pertinent issues and challenges.
  • Represents Hexawise knowledgeably, based on a solid understanding of Hexawise’s business direction, portfolio and capabilities
  • Understand the competitive landscape for Hexawise and position Hexawise effectively.
  • A cover letter that describes who you are, what you've done, and why you want to join Hexawise.
  • Ability to work and learn independently and as part of a team
  • Desire to work in a fast-paced, challenging start-up environment

Why join Hexawise?

salary + bonus; medical and dental, 401(k) plans; free parking and very slick Chapel Hill office! Opportunity to experience work with a fast-growing, innovative technology company that is changing the way software is tested.

Key Benefits:

Salary: Negotiable, but minimum of $100,000 + Commissions based upon client license renewals Benefits: Health, dental included, 401k plan Travel: Average of no more than 2-3 days onsite per week Location: Chapel Hill, NC*

*Working from our offices would be highly preferable. We might consider remote working arrangements for an exceptional candidate based in the US.

Apply for the VP of Customer Success position at Hexawise.

By: John Hunter on May 12, 2016

Categories: Hexawise, Career, Software Testing, Lean, Customer Success, Agile

The process used to hire employees is inefficient in general and even more inefficient for knowledge work. Justin Hunter, Hexawise CEO, posted the following tweet:

The labor market is highly inefficient for software testers. Many excellent testers are undervalued relative to average testers. Agree?

 

The tweet sparked quite a few responses:

inefficient-job-market-tweet

I think there are several reasons for why the job market is inefficient in general, and for why it is even more inefficient for software testing than for most jobs.

 

  • Often, how companies go about hiring people is less about finding the best people for the organization and more about following a process that the organization has created. Without intending to, people can become more more concerned about following procedural rules than in finding the best people.

  • The hiring process is often created much like software checking, a bunch of simple things to check - not because doing so is actually useful but because simple procedural checks are easy to verify. So organizations require a college degree (and maybe even require a specific major). And they will use keywords to select or reject applicants. Or require certification or experience with a specific tool. Often the checklist used to disqualify people contains items that might be useful but shouldn't be used as barriers but it is really easy for people that don't understand the work to apply the rules in the checklist to filter the list of applicants.

  • It is very hard to hire software testers well when those doing the hiring don't understand the role software testing should play. Most organizations don't understand, so they hire for software checkers. They, of course, don't value people that could provide much more value (software testers that go far beyond checking). The weakness of hiring without understanding the work is common for knowledge work positions and likely even more problematic for software testing due to the even worse understanding of what they should be doing compared to most knowledge workers.

 

And there are plenty more reasons for the inefficient market.

Here are few ideas that can help improve the process:

  • Spend time to understand and document what your organization seeks to gain from new hires.

  • Deemphasize HR's role in the talent evaluation process and eliminate dysfunctional processes that HR may have instituted. Talent evaluation should be done by people that understand the work that needs to get done. HR can be useful in providing guidance on legal and company-decided policies for hiring. Don't have people that can't evaluate the difference between great testers and good testers decide who should be hired or what salary is acceptable. Incidentally, years of experience, certifications, degrees, past salary and most anything else HR departments routinely use are often not correlated to the value a potential employee brings.

  • A wonderful idea, though a bit of a challenge in most organizations, is to use job auditions. Have the people actually do the job to figure out if they can do what you need or not (work on a project for a couple weeks, for example). This has become more common in the last 10 years but is still rare.

  • I also believe you are better off hiring for somewhat loose job descriptions, if possible, and then adjusting the job to who you hire. That way you can maximize the benefit to the organization based on the people you have. At Hexawise, for example, most of the people we hire have strengths in more than one "job description" area. Developers with strong UI skills, for instance, are encouraged to make regular contributions in both areas.

  • Creating a rewarding work environment helps (this is a long term process). One of the challenges in getting great people is they are often not interested in working for dysfunctional organizations. If you build up a strong testing reputation great testers will seek out opportunities to work for you and when you approach great testers they will be more likely to listen. This also reduces turnover and while that may not seem to relate to the hiring process is does (one reason we hire so poorly is we don't have time to do it right, which is partly because we have to do so much of it).

  • Having employees participate in user groups and attending conferences can help your organization network in the testing community. And this can help when you need to hire. But if your organization isn't a great one for testers to work in, they may well leave for more attractive organizations. The "solution" to this risk is not to stunt the development of your staff, but to improve the work environment so testers want to work for your organization.

 

Great quote from Dee Hock, founder of Visa:

Hire and promote first on the basis of integrity; second, motivation; third, capacity; fourth, understanding; fifth, knowledge; and last and least, experience. Without integrity, motivation is dangerous; without motivation, capacity is impotent; without capacity, understanding is limited; without understanding, knowledge is meaningless; without knowledge, experience is blind. Experience is easy to provide and quickly put to good use by people with all the other qualities.

Please share your thoughts and suggestions on how to improve the hiring process.

 

Related: Finding, and Keeping, Good IT People - Improving the Recruitment Process - Six Tips for Your Software Testing Career - Understanding How to Manage Geeks - People: Team Members or Costs - Scores of Workers at Amazon are Deputized to Vet Job Candidates and Ensure Cultural Fit

By: John Hunter on Jan 14, 2014

Categories: Checklists, Software Testing, Career