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Decoding Tech Jargon: A Primer for Senior Executives (Non-Tech Hiring Managers) - Part 1

  • Oriental Tech ESC
  • Feb 25
  • 5 min read

Hiring in the tech world without a technical background might feel intimidating, but grasping a few essential terms can empower you to make smart decisions and connect meaningfully with candidates. In today’s fast-paced, tech-driven landscape, finding the right talent is more vital than ever for any organization. As a non-technical hiring manager (e.g. Country Head, VP, HR Manager, Finance Director, Marketing Director, etc), you may occasionally find yourself lost in a sea of unfamiliar jargon, but don’t worry - this guide is designed to break it down for you in a straightforward way. The best part? You don’t need to master programming languages or dive into complex code to hire effectively. With a basic understanding of key concepts, you’ll be ready to confidently navigate tech conversations and identify the perfect fit for your team.


Let’s dive into some of the most common tech terms you’re likely to encounter during interviews and explain them in a way that’s easy to understand:


  1. API (Application Programming Interface)


    Imagine APIs as the bridges linking different neighborhoods in a bustling city. These bridges make it possible to travel smoothly from one area to another, and in the same way, APIs enable different software applications to talk to each other and exchange information effortlessly. For instance, when you open a weather app on your smartphone, it’s likely using an API to fetch real-time data—like temperature or rainfall predictions—from a weather service. This connection happens behind the scenes, delivering the info you need right to your screen. Knowing what an API does can help you understand a candidate’s experience with integrating tools or improving systems, which is often a key part of many tech roles.


  1. Agile Methodology


Agile is a dynamic, flexible way of managing projects that prioritizes adaptability and collaboration over sticking to a strict, unchanging plan. Picture it like steering a ship through unpredictable waters: the captain adjusts the course based on weather shifts or new destinations rather than locking into one fixed route. In practice, Agile teams work in short, focused bursts called sprints—typically lasting a couple of weeks—where they build, review, and tweak their work based on feedback or evolving needs. This approach is especially popular in software development because it allows teams to stay nimble and responsive. When interviewing candidates, asking about their experience with Agile can reveal how well they handle change and teamwork in fast-moving settings.


  1. Cloud Computing


Think of Cloud Computing as renting space in a massive, virtual warehouse that you can access from anywhere with an internet connection. Instead of keeping all your data or software locked away on a local PC/Desktop or an on-site Data Server, the Cloud lets you store and manage everything online. This setup offers incredible flexibility—whether you’re working from your office desktop, a laptop at home, or even a tablet halfway across the world, your resources are right there. Plus, it’s scalable: businesses can ramp up or dial back their computing power as demands shift, all without worrying about buying and maintaining physical equipment. For hiring, understanding cloud computing helps you assess candidates who work with modern, distributed systems.


  1. Front-End vs. Back-End Development


A great way to picture this is to think of a restaurant. The front-end is the dining room—the part customers see and interact with, like the menu, tables, and friendly waitstaff. Meanwhile, the back-end is the kitchen, where the magic happens out of sight, with chefs cooking and prepping the meals.


In tech:

  • Front-end developers focus on the visible parts of websites and apps—the layouts, buttons, and designs users click on and enjoy. They make sure everything looks good and works intuitively.

  • Back-end developers tackle the hidden machinery, like databases, servers, and logic, ensuring the app or site runs smoothly and securely behind the scenes.

  • Full-stack developers are the all-rounders, like talented chefs who can whip up a dish and charm the dining room, handling both front-end and back-end tasks with ease.


    Understanding these distinctions lets you pinpoint which skills a candidate brings and how they’ll fit into your team’s projects.



Why This Matters

Getting a handle on these terms isn’t about turning you into a coder—it’s about equipping you with the tools to hire smarter and lead better. Here’s how it pays off:


  • Ask Insightful Questions: You’ll be able to dig into a candidate’s problem-solving skills and technical know-how with confidence, asking things like, “Can you tell me about a time you used an API to solve a problem?”


  • Evaluate Cultural Fit: You’ll better understand how a candidate’s work style—say, their experience with Agile—meshes with your team’s rhythm and your company’s values.


  • Build Credibility: Showing you’ve taken the time to learn the basics earns you respect from your tech team, fostering trust and stronger collaboration.


Beyond that, this knowledge helps you match a candidate’s expertise to your team’s specific needs, paving the way for hiring decisions that drive success. It’s like having a clearer map in an unfamiliar city—you’ll still need guides (your tech experts), but you’ll know which direction to head.



Steps to Empower Your Hiring Process

Ready to take this further? Here are some practical, easy-to-start steps to boost your tech-hiring game:

  • Create a Tech Glossary for Reference: Jot down the terms from this post and keep adding to it as you hear new ones. It’s a handy cheat sheet for interviews or meetings.

  • Invite Developers for Workshops: Ask your tech team to run a quick session—maybe over lunch—explaining concepts or tools they use. It’s a low-pressure way to learn straight from the source.

  • Use Online Resources Like Coursera and YouTube: There’s a wealth of beginner-friendly tutorials out there, from short videos to full courses, perfect for picking up the basics at your own pace.

  • Join Tech Communities on Forums and LinkedIn: Connect with other non-technical managers online to swap tips, ask questions, and hear how they tackle similar challenges—it’s like a support network for learning.


These small actions can build your confidence over time, turning tech jargon from a hurdle into a stepping stone.



Looking Ahead

By investing a little effort into understanding these core tech terms, you’re doing more than just sharpening your hiring skills—you’re laying the groundwork for a workplace where tech and non-tech folks can work together seamlessly. This kind of harmony sparks innovation, boosts job satisfaction, and strengthens your company’s culture from the inside out. So, take the plunge, keep exploring, and see how this knowledge not only transforms your approach to hiring but also elevates your leadership in a tech-driven world. You’ve got this!



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