If the answer can be googled, or learned in one week on the job, then it's a bad interview question. You'll train your people, so hire for that which you can't train. No shibboleths.
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When interviewing, don't test for specialized knowledge or skills that can be easily acquired. Best way to filter out good candidates. Test for broad abilities & experience. For the faculty to understand & solve a problem. For skills & ways of thinking that take years to acquire
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I always ask the same questions (makes it easy to compare candidates), and they're very straightforward. No particular knowledge needed -- just the ability to program. No tricks.
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Hiring for "soul" is hard. Or is it? Ok. Hiring energetic "empathic" people is hard. Right?
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@fchollet I wanna be like you when I grow up -
Clishee
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This is still not applied in SV often enough
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Fantastic employees won’t even attempt to interview at the big tech cos because of terrible experiences with gotcha questions that could and would be easily googled
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if that was the case id have a jobThanks. Twitter will use this to make your timeline better. UndoUndo
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This is really good advice. In the team I work with, we sometimes hire people with specific domain knowledge to work on a particular project, but more often we prefer people with broad experience who can work on lots of different pieces of software and pick up things quickly.
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We value experience working with the open-source community and being able to work with a team and apply good software engineering practices, rather than brilliant hackers who spend all their time in a closet.
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