I particularly like the emphasis on funnel management and scheduling (for probabalistically landing as many high quality opportunities as possible), specific recommendations for a course of study (and “You should study.”), and advice on how to comport yourself in an interview.
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One thing I think most candidates don’t appreciate is that they treat it like a test but it’s more instrumentally effective to treat it like a game. Discover the rules of the game and then provide the game with the input that the rules score highly.
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Companies are not unaware that this is a game. I have heard from interviewees at many companies on that list that individuals will literally send the book on how to take their interview to candidates. (This makes a lot of sense if you consider incentives despite being bonkers.)
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From an individual’s perspective, they may be compensated on your game performance, and so of course they want you to win even if the game is instituted as a filter mechanism. From company’s, “Willing to read docs and do unpaid work to satisfy our arbitrary preferences”, well.
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From your perspective, how's the interview and hiring process at Stripe?
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I love some things about it, like that we have written rubrics which interviews are scored against, no whiteboard coding, and relatively tight logistics. As you can imagine, I have very strong opinions on hiring and Stripe probably does not agree with all of them.
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This kind of honesty (potentially disagreeing with employer) is rare. Hiring is such a hard nut to crack - way too many constraints (especially if you are not a Google/FB/.../Stripe/)
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thanks for the feedback.
It's definitely a system that encourages candidates to "learn the game". What's the better approach in your eyes? I agree that what's done now definitely produces a lot of false-positives, and for everyone to stay competitive, the problem gets worse.Thanks. Twitter will use this to make your timeline better. UndoUndo
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