I totally second the previous replies here, so I will just share my experience with recruiting in our tech team.
- a quick call to talk about tech and know a bit more about them and why they like what they are using at the moment (usually React or Angular)
- we send them a small test and insist that they do it in whatever framework they feel productive with. We know that this makes us work a bit more when we review it because the we don’t necessarily know the chosen framework and will go and check the docs. It’s more to see how they approach the problem even if it’s a small one (implementation and testing)
- we review it with them a couple days later but it’s still a discussion to know if they would’ve done something differently if they had more time and ask a couple questions about some implementation details.
Once that’s done and they joined us, we don’t drop them on a project directly and let them play with Ember’s SuperRental tutorial and we are in case of questions.As @ef4 said, the learning curve for modern Ember is very modest. The only “problem” we tend to have is that they learn modern Ember, but land in a codebase with older code, which is a bit confusing.
Today, we are 3 devs on the frontend and I’m the only one w/ 7 years of Ember, and my teammates come from Angular and React (and even teammates from backend take some frontend features from time to time). At some point in the onboarding, I also ask them how they would’ve implemented some parts of the SuperRental app in their “usual” framework and show them the “Ember way”.