We only hire the b̶e̶s̶t̶ trendiest http://danluu.com/programmer-moneyball/ …
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What was the interview process like? Sounds like you cut down on the false negatives, what did you do to get true positives?
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I suspect the trick is that you don't need a trick, most people who seem qualified are qualified and will work out if you drop them in a productive team/culture. People will say they *know* that interviewee was a charlatan despite their good resume because they couldn't FizzBuzz
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lying on resumes is rampant in our industry and its telling one of the most popular books is "Cracking the coding interview" basically recruiters want "jack of all trades" "plug and play candidates" that check all the tech boxes, rather than investing in a "veteran"
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consulting at one business, a manager begged me to start a company & vet candidates and increase his recruiting pipeline... because the HR would turn away qualified and honest candidates (who didn't tailor their resume with tech) & he would waste all his time interviewing liars
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Non technical people have no idea how to hire engineers. They work with buzzwords and have rigid expectations. They want programmers to be replaceable cogs in the machine. They're not interested in "engineering". They just want to make something (on the cheap) with technology.
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I'd be curious as to your thoughts on a better method of recruiting software developers. How might a company avoid the mistakes like the ones you wrote about on your web site, and evaluate candidates on what's truly predictive of performance, while treating everyone fairly?
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