We only hire the b̶e̶s̶t̶ trendiest http://danluu.com/programmer-moneyball/ …
For grads, we got a lot of mileage out of hiring many interns with using a weak screening criteria and then giving roughly half of them full-time offers. For experienced candidates, we were known as a good place to work around town, very easy to fill those slots with referrals.
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Internship programs are highly underrated! Big fan of biasing heavily towards "hire" for serious referrals. It's inbounds where I mercilessly applied fizzbuzz type questions to phone screens. I get the sense that you think this was a mistake?
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I don't know that I'd go as far as to say that it's a mistake, but I think that FizzBuzz-like screens are overrated and mostly don't do what people think they do (since if they did, we wouldn't have been able to not do them without accidentally hiring a lot of "fake" engineers).
End of conversation
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