Exactly. People go like “the ideal way to interview is <whatever they themselves are the best at>”. Pair programming interviews suck and don’t scale, just like every other alternate way of hiring.
IMO interviewing is the biggest bottleneck and if interviewing was decoupled from hiring then it wouldn't be a problem. But this requires a Guild-like organization to manage interviewing/vetting and for companies to use said Guild for hiring. The companies could then do a single team culture meeting (if they wanted) before hiring.
I wish I could remember who, but there is a company out there who conducts tech interviews to create a pool of candidates for their customers. Pretty sure there was a post here about it, but it's lost in my ocean of unread favorites.
Exactly. Its almost like optimising for finding your best possible match for marriage. You don't go over a billion prospects, you choose from the ones locally available to you, as they come.
it isn't about scale. It is about core principle of the tech hiring - all the companies hire only the best. Not only it is impossible to scale, it is plain impossible. Even if all the companies hired only "above the average" it would still be a pretty tall order :)
There is no one-size-fits-all for software developers. Different companies are looking to hire people at different experience/pay levels, with different skill sets, etc. Just as with dating, most companies are also going to have some understanding of their own "attractiveness", and not try to date out of their league.
FAANG companies offering industry leading compensation packages and prestige are in a position to be able to hold out for the best (even if their interviewing practices may fail to achieve that), but most companies are just looking for someone that checks the boxes and seems like a good fit.
Employers trying to hire for fit and culture has resulted in the most inhumane and counterproductive processes I've witnessed. If that's what you really want to do, let the person work for at least a month in the team.
Exactly. People go like “the ideal way to interview is <whatever they themselves are the best at>”. Pair programming interviews suck and don’t scale, just like every other alternate way of hiring.
IMO interviewing is the biggest bottleneck and if interviewing was decoupled from hiring then it wouldn't be a problem. But this requires a Guild-like organization to manage interviewing/vetting and for companies to use said Guild for hiring. The companies could then do a single team culture meeting (if they wanted) before hiring.
I wish I could remember who, but there is a company out there who conducts tech interviews to create a pool of candidates for their customers. Pretty sure there was a post here about it, but it's lost in my ocean of unread favorites.
Triplebyte is the company.
You still interview with the end companies, but technical interviews aren’t given.
I personally think outsourcing hiring is the worst idea ever, and completely lose confidence in companies that do.
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For companies that successfully scale their team size, it literally did scale, right? I think you mean that hiring is very difficult to scale.
Define successfully, I'm pretty sure they could have been a lot more successful by giving hiring the attention it deserves.
Exactly. Its almost like optimising for finding your best possible match for marriage. You don't go over a billion prospects, you choose from the ones locally available to you, as they come.
You're right, premature optimization is exactly what it is.
it isn't about scale. It is about core principle of the tech hiring - all the companies hire only the best. Not only it is impossible to scale, it is plain impossible. Even if all the companies hired only "above the average" it would still be a pretty tall order :)
There is no one-size-fits-all for software developers. Different companies are looking to hire people at different experience/pay levels, with different skill sets, etc. Just as with dating, most companies are also going to have some understanding of their own "attractiveness", and not try to date out of their league.
FAANG companies offering industry leading compensation packages and prestige are in a position to be able to hold out for the best (even if their interviewing practices may fail to achieve that), but most companies are just looking for someone that checks the boxes and seems like a good fit.
Employers trying to hire for fit and culture has resulted in the most inhumane and counterproductive processes I've witnessed. If that's what you really want to do, let the person work for at least a month in the team.
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in the end it did not even achieve that. Those who spent 6 months at last job practicing leet code were not necessarily the best of the best