This is one of those “there are sometimes stupidly outsized returns to just putting in the work”, because literally any company in the world can offer interviews in any language but so few do because you have to make a spreadsheet and juggle schedules.https://twitter.com/kevinriggle/status/1131771820225355777 …
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I continue to believe that if the tech industry was as serious about recruiting as it was sales and marketing that it would be transformatively better at it.
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If someone is great at Erlang but lousy at your house language, the Nash equilibrium probably involves them writing Erlang code somewhere else rather than learning your house language.
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In that light, a process which fails to disambiguate "lousy programmer" from "great programmer but not a good fit for our tech stack" is probably just fine.
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I think the major problem is that in most companies there is a huge gap between people who know how to recruit and people who know technology. And even large companies have a haphazard approach to recruitment.
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