This comes partially through writing down the practices, partially through training, partially through peer mentorship, partially through automated enforcement of them, and partially through creating incentive systems which move all of the above into the "pit of success."
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I have very strong opinions about engineering hiring, which is unsurprising given that I ran a company about it. I think the single biggest improvement most companies could make, tomorrow, is writing a rubric for interviews and then grading against it. IRL example in the guide.
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I'd encourage you to read the rest of the guide. If this broadly sounds like an engineering culture which is interesting, we are hiring *a lot of people*.https://stripe.com/jobs
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Incidentally, we're going to be doing another few remote coffee events where you can meet Stripe engineers & EMs, ask questions, and hear about specific projects on teams that are hiring. Watch this or other spaces for dates and how to sign up.
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End of conversation
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