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wycats's profile
Yehuda Katz 🥨
Yehuda Katz 🥨
Yehuda Katz  🥨
Verified account
@wycats

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Yehuda Katz  🥨Verified account

@wycats

Tilde Co-Founder, OSS enthusiast and world traveler.

Portland, OR
yehudakatz.com
Joined August 2007

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    1. Luke Melia‏ @lukemelia Apr 12

      Luke Melia Retweeted Boos Ten

      We do this at @Yapp. Really valuable part of the process for all parties in my experience.https://twitter.com/base10/status/984620828699643905 …

      Luke Melia added,

      Boos Ten @base10
      Thinking I need to write-up how my team has been augmenting our hiring process with a 45 min pair programming interview. The short short version is it’s been very helpful. We get a technical assessment against a real problem and requires no homework time from the candidate.
      Show this thread
      2 replies 2 retweets 8 likes
      Yehuda Katz  🥨‏Verified account @wycats Apr 12
      Replying to @lukemelia @Yapp

      We do this at tilde, but at least 2h. I find that some people are still pretty nervous for up to an hour but get more into a more standard working mode after that.

      10:06 PM - 12 Apr 2018
      • 8 Likes
      • Dave Giunta Luke Melia Alex Martin Michael Christianson Anderson Vaz Ilya Radchenko mits est mamadero
      5 replies 0 retweets 8 likes
        1. New conversation
        2. Zach Aysan‏ @zachaysan Apr 13
          Replying to @wycats @lukemelia @Yapp

          I know a higher up in the Canadian government that hires a lot of really good devs. When I asked her what her secret was she said: “It’s impossible to fire here, so we always start with a 3 mo contract. Then a 1 year one. Then FT.” Same general idea.

          1 reply 0 retweets 0 likes
        3. Max Veytsman‏ @mveytsman Apr 13
          Replying to @zachaysan @wycats and

          I think it’s very different actually. A two hour pairing attempts to evaluate your ability to write real world code. A three month contact is evaluating whethers you can ship it.

          1 reply 0 retweets 1 like
        4. Luke Melia‏ @lukemelia Apr 13
          Replying to @mveytsman @zachaysan and

          3-month contract is a terrific way to evaluate fit from both sides, but it is a non-starter for many candidates who don’t want to leave their current position without a new full-time role for insurance (thanks dumb US healthcare system) or psychological safety reasons.

          1 reply 0 retweets 3 likes
        5. Zach Aysan‏ @zachaysan Apr 13
          Replying to @lukemelia @mveytsman and

          Yeah, it's not going to work for everyone, but if you can make it pretty obvious that if it works out there is a permanent position afterwards I think most people will take it on a leap of faith. But you're right—it's a different set of considerations in the US.

          0 replies 0 retweets 0 likes
        6. End of conversation
        1. New conversation
        2. Robert DeLuca‏ @robdel12 Apr 12
          Replying to @wycats @lukemelia @Yapp

          We find it pretty effective to really get a good grasp of their abilities (not just technical either). Also try to break the ice by pairing first on *their* passion project (or anything they want). We wanna make it as comfy as possible!

          2 replies 0 retweets 2 likes
        3. zofrex‏ @zofrex Apr 13
          Replying to @robdel12 @wycats and

          Pairing on their own project to break the ice? Ooooh I like this

          0 replies 0 retweets 1 like
        4. End of conversation
        1. New conversation
        2. Kelly Sutton‏ @KellySutton Apr 12
          Replying to @wycats @lukemelia @Yapp

          We do a 90-minute session as part of the @GustoHQ hiring process. Was actually one of the key parts of the interview that sold me on Gusto. Q: What signals do you look for in the interview? What’s in the rubric?

          1 reply 0 retweets 1 like
        3. Kyle Shipley‏ @kyleashipley Aug 22
          Replying to @KellySutton @wycats and

          Dredging up an old thread, but I'm also curious how others are designing rubrics for technical exercises. Researching purely objective yes/no ("did they write a test for X?") vs qualitative ~1-5 ("did they test the most important edge cases?") scales. Or something else entirely!

          1 reply 0 retweets 0 likes
        4. Kelly Sutton‏ @KellySutton Aug 22
          Replying to @kyleashipley @wycats and

          We’ve got a 4-point based rubric where each attribute/piece of the problem gets a score based on objective performance. It ends up being a 4x5 rubric.

          1 reply 0 retweets 2 likes
        5. Kyle Shipley‏ @kyleashipley Aug 22
          Replying to @KellySutton @wycats and

          Just to make sure I understand – there are 4 categories you're scoring, and each category has 5 concrete items you're scoring inside it to generate a score for that category? Is that right?

          0 replies 0 retweets 0 likes
        6. End of conversation
        1. Robert DeLuca‏ @robdel12 Apr 12
          Replying to @wycats @lukemelia @Yapp

          Ohh, nice! At Frontside we pair twice for an hour and a half and then we do a full day paid interview. The first pairing session is something the candidate brings, the second is something we bring, and third (all day) is client work.

          0 replies 0 retweets 1 like
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        1. Matt McManus‏ @mattmcmanus Apr 13
          Replying to @wycats @lukemelia @Yapp

          Yeah. You don’t really get a good sense until at least 45 minutes in.

          0 replies 0 retweets 0 likes
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