You should listen to what Harj, a YC partner and former CEO of TripleByte an objective software engineer competency test for hiring, has to say about what many companies were trying to do in lowering the bar. He only admitted companies were doing this in the past week.
As someone who works in software, companies in general are not great at selecting software talent. The idea that there is some movable bar by which applicants are selected is clearly silly.
There are methods of practicing DEI that don't lower the bar. There are methods of DEI that do lower the bar. There's no single answer to that question, it depends on how DEI is implemented in that particular case.
That’s literally what this whole article was about. Removing a high correlation performance test, that black candidates didn’t pass as frequently, and replacing it with a very low correlation questionnaire that provided a more diverse applicant pool while weeding out highly qualified individuals.
You should RTFA before making such an obviously disprovable assertion.
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You should listen to what Harj, a YC partner and former CEO of TripleByte an objective software engineer competency test for hiring, has to say about what many companies were trying to do in lowering the bar. He only admitted companies were doing this in the past week.
https://x.com/jesslivingston/status/1884652626467303560
As someone who works in software, companies in general are not great at selecting software talent. The idea that there is some movable bar by which applicants are selected is clearly silly.
There are methods of practicing DEI that don't lower the bar. There are methods of DEI that do lower the bar. There's no single answer to that question, it depends on how DEI is implemented in that particular case.
And you are backing this claim up with what exactly?
It isn't possible for you to know this.
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Why are you (and many others) just assuming the black candidate is less qualified?
That’s literally what this whole article was about. Removing a high correlation performance test, that black candidates didn’t pass as frequently, and replacing it with a very low correlation questionnaire that provided a more diverse applicant pool while weeding out highly qualified individuals.
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