Motivation vs. Résumé: Rethinking DevOps Hiring

Aleksandar Vlajkovic — Tue, 18 Nov 2025 15:14:08 +0000

A Manifest on DevOps Hiring

Stepping Into DevOps

I come from a different industry, one built on creativity, discipline, and relentless pursuit of excellence. With enormous enthusiasm and high expectations, I stepped into the world of DevOps—convinced that my drive to learn and my ability to connect systems and people would be valued.

I did not simply wait for an opportunity; I created one. In my previous company, I proposed and shaped the DevOps role myself, proving that I could bring value by bridging disciplines and improving processes. That experience gave me confidence that initiative and commitment matter just as much as technical expertise.

Facing the Hiring Reality

As I pursued new opportunities, I quickly realized that the hiring process was shaped by rigid expectations. Motivation, curiosity, and the willingness to grow were overlooked, while years of prior experience became the only currency.

I know that not every role I applied for was the perfect fit. Some required highly specific expertise that I did not yet have. But I also know that in many cases, I was a strong candidate—an excellent chance for companies to gain someone motivated, adaptable, and ready to invest deeply in their success.

The Flawed Mindset

In DevOps hiring, the default expectation is clear: only those with long résumés need apply.

This mindset assumes that experience alone defines value, while overlooking candidates who bring loyalty, energy, and the drive to grow with the company.

DevOps is not just a checklist of tools or a résumé filled with buzzwords. It is a culture of problem‑solving, collaboration, and continuous improvement. Experience matters, but so does dedication. A candidate who is ready to invest themselves fully can often contribute more than someone who has accumulated years in the field but may leave at the first better offer.

By ignoring motivation and focusing solely on seniority, companies trap themselves in a cycle: they claim there is a shortage of talent, while overlooking the very people who could strengthen their teams for the long term.

The Application Black Box

Another issue that has become almost universal in hiring is the way applications are handled. Too often, responses to job applications feel automated, generated, and impersonal—templates that say nothing about the candidate’s actual effort or motivation.

Even worse is the indefinite waiting. Candidates submit their applications, sometimes complete technical tasks, and then hear nothing for weeks or months. Silence becomes the default response. This lack of communication not only wastes the candidate’s time, it also erodes trust in the company’s culture.

Recruitment should be a dialogue, not a black box. If companies expect commitment and professionalism from candidates, they should offer the same in return: clear feedback, timely answers, and respect for the effort invested.

A Call to Change

DevOps hiring must move beyond the obsession with prior experience. Companies often give preference to candidates who already have long résumés, but those same candidates can easily leave for the next opportunity. What gets ignored are people willing to dedicate themselves fully—those ready to invest their time, energy, and loyalty into building something lasting.

A better process would:

Recognize commitment and motivation as real assets, not just years on paper.
Offer opportunities to candidates who are ready to grow with the company, rather than only chasing those who may already be halfway out the door.
Evaluate through practical scenarios that reveal problem‑solving, collaboration, and long‑term mindset.

DevOps is about culture and continuity. If hiring continues to overlook those willing to devote themselves, organizations will keep losing the chance to build teams that are not only skilled, but also deeply invested in their success.

DevOps Done Right. Feedback Done Wrong.

Aleksandar Vlajkovic — Tue, 30 Sep 2025 18:00:18 +0000

I Delivered What Was Asked — And Learned More Than Expected

Some technical tasks are about infrastructure.

Others reveal something deeper — about communication, expectations, and how we value effort.

I was given a challenge: deploy Keycloak on Azure using Terraform, Ansible, and Docker.

The brief was clear. I followed it precisely.

Provisioned infrastructure. Automated setup. Delivered a working stack.

Documented everything. Protected the cloud from unintended costs.

All within the expected timeframe.

The feedback I received pointed to elements that weren’t part of the original task — realm creation, OAuth proxy, frontend security.

It made me pause. Not out of frustration, but reflection.

What I Built

Terraform: Modular provisioning of VM, NSG, public IP, and resource group
Ansible: Automated system setup and Docker installation
Docker Compose: Keycloak deployed with external PostgreSQL
GitHub Actions: CI/CD pipeline with safe defaults
Documentation: Clear README with dummy secrets and reproducible steps

Everything was scoped, delivered, and tested.

No shortcuts. No assumptions.

What Was Missing — and Why

Some elements mentioned in the feedback weren’t part of the original brief.

I didn’t create a Keycloak realm, merge Docker Compose into Ansible, or add OAuth proxy — because none of that was requested.

Had those been part of the task, I would’ve approached them with the same care and clarity.

What I Learned

Technical delivery is only one part of the equation
Communication gaps can reshape perception
Guessing requirements is risky — clarity must be mutual
Silence before feedback can feel heavier than the feedback itself
Every project, even the rejected ones, is a chance to refine your voice

Final Thoughts

I’m proud of what I built.

It reflects how I think, how I care, and how I deliver.

Even if it didn’t align with unspoken expectations, it aligned with the brief — and with my principles.

I’ll keep building.

I’ll keep asking better questions.

And I’ll keep choosing clarity over assumption.

Forem: Aleksandar Vlajkovic