We only hire the b̶e̶s̶t̶ trendiest http://danluu.com/programmer-moneyball/ …
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Dan Luu Retweeted ᴅᴀᴠɪᴅ ᴘᴇʀᴇʟʟ ✌
Funny, managers at all but one company I've worked for say this while, simultaneously, most referrals are dropped on the floor before the technical interview and the vast majority of reasonably qualified candidates are rejected in interviews.https://twitter.com/david_perell/status/1204977034453291009 …
Dan Luu added,
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Perhaps not coincidentally, at the place where the vast majority of candidates weren't rejected for criteria that are weakly or uncorrelated with job performance, we didn't think about hiring much because it was so easy That company had the highest average productivity I've seen
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Replying to @danluu
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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Replying to @thenanyu
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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But how could they know? They never check! We did, we hired plenty of people who couldn't pass a phone screen at a trendy tech company let alone an onsite and the people worked out so well that we had higher productivity than I've seen at any other company.
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Replying to @danluu
Was the plan, if the CV looks good, and they are not a jerk, then just hire them and the hit rate will be good enough? Was there any sort of technical-ish stage of the interview process?
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Replying to @thenanyu
Yes to 2, but when we tried harder questions (the kind of thing you'd see in a TrendCo phone screen), everyone failed (experienced candidates often fail these everywhere and we weren't trendy enough to get new grads who were going for jobs where you'd have to prep for interviews)
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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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Replying to @danluu
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).
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