ZZartin (7/27/2016)
GilaMonster (7/27/2016)
Eric M Russell (7/27/2016)
It can be especially difficult for an organization when the recruiting effort is too focussed on conformity and cultural fit rather than experience and talent relevent to the role. Of course there are some personality types that you flat don't want in your organization, and there are some jobs that require things like stringent security clearance or ability to interface and present well with clients, but some organizations simply wouldn't know talent when they see it.That's not the case here.
They're in the position of not having a DBA. The job's been done by developers for a long time, and they're well past the point where they need a dedicated DBA. Since they don't have any DBA they don't really want a junior, but they haven't been able to find anyone with intermediate/senior skill levels.
Need a dedicated DBA as in need someone to dedicate the time to it or need as in need the expertise right now?
Both. The developers doing the job at the moment are getting too busy with their main job (developing and architecting the system) to devote enough time to the DBA work, and what they know about DBA work is what they've picked up over time (a lot of it from me, I've been working with these guys for ~3 years now), but DBA isn't their primary job and so the training they go for is for their main job (development/architecture), not in getting better at the DBA side
Gail Shaw
Microsoft Certified Master: SQL Server, MVP, M.Sc (Comp Sci)
SQL In The Wild: Discussions on DB performance with occasional diversions into recoverability