Asa- I appreciate this breakdown of process in terms of hire, especially the conclusion that: "There is no science to hiring. The largest, most technically savvy organizations get it wrong all the time despite a weighted talent pool, rigorous processes, analytics, and massive amounts of time and money to invest in the process." Science is always tricky to pin down--especially when it involves experience. Great read. Thanks, -Thalia
Most of this advice is consonant with my own hiring and interviewing experiences (on both sides of the desk), granted not for senior coders, but some of it for tech staff at tech companies. Particularly useful suggestions: "ask candidates to have their own coding environment prepared and share their screen"; "red flags, if they grandstand, blame others, for their problems, or are evasive"; and "Make the Perks the Work."
Asa- I appreciate this breakdown of process in terms of hire, especially the conclusion that: "There is no science to hiring. The largest, most technically savvy organizations get it wrong all the time despite a weighted talent pool, rigorous processes, analytics, and massive amounts of time and money to invest in the process." Science is always tricky to pin down--especially when it involves experience. Great read. Thanks, -Thalia
Most of this advice is consonant with my own hiring and interviewing experiences (on both sides of the desk), granted not for senior coders, but some of it for tech staff at tech companies. Particularly useful suggestions: "ask candidates to have their own coding environment prepared and share their screen"; "red flags, if they grandstand, blame others, for their problems, or are evasive"; and "Make the Perks the Work."