Viewing profile — pradeep_m

I think this is a rather harsh take. Most of the people working on automating it understand how hard it is and are striving through it. You need some of these irrational believers …

It always seems like incumbents have it all (resources, distribution, talent, etc) until they don't. For ex, the "iPhone" theoretically should have come from Nokia by that logic. A…

Fair question. We collect data about every interviewer (at a very granular level to understand what skills they are good at evaluating and how predictive they are). Also, we provid…

Oh - thanks for the feedback! We'll fix.

Yes, I'd agree they are a closer comparable. Our primary difference is that our interview process is personalized to each individual candidate because we match candidates to an ind…

ha, I agree we are a recruiting company. However, we do believe we are solving a couple of different pain points. a) For companies, resume doesn't convey the complete picture and a…

Yes, we work with junior engineers too.

Hired, Vettery and other recruiting websites typically connect candidates to companies based on almost little to no vetting (Their vetting is based on your resume: essentially pedi…

Hi HN! We’re excited to share with you the public beta launch of our startup, HiDimensional (www.hidimensional.com). We are a platform consisting of senior engineering leaders who …

We are the co-founders of HiDimensional. Very simply, we pair engineering candidates with senior engineers in their field and the senior engineers refer the top candidates to the 4…

I think the code is written for the case where it fits in memory. For that case, the solution is O(n) in terms of time complexity. From the feedback it seems that they only spoke a…

I am assuming that phone screens/interviews are primarily to weed out obviously bad/not a good fit engineers. Also, I have heard that most startups/companies would skip phone inter…

Couldn't we train it on top of resumes itself? With every resume, you know where they worked before and you have the data of where they worked until then. Granted, it would be mudd…

There are quite a few startups that purport to match candidates with jobs based on their resumes?(Linkedin, Hired, etc). None of them seem to work very well. The current state of t…

As part of an interviewing marketplace, a few of my senior engineering friends (Staff engineer at Google, Senior staff at Netflix, Engg manager at Facebook, etc) have interviewed 3…

Most companies have 1-2 phone screens and 4-5 onsite interviews before giving an offer to a software engineer. When you walk into an interview debrief and say "hire" or "strong hir…

While I agree that interviews have high variance and a lot of times the interviews don't test what's required for the job, mini projects are a huge time sink for candidates too. Mo…

True, but how often are candidates truly rejected because of non-technical abilities? I'd guesstimate that 75% of candidates are rejected because of technical abilities (didn't get…

I understand that there is variance in interviews. However, I don't understand how interviewing.io is fixing it? Or are you just collecting data to prove it?

It seems like most technical interviews involves asking an algorithms/data structures/programming question and watch the candidate solve the problem. If this is the case, why can't…

Well, more than 50% of the companies have negative returns in the public market. So why do people invest in the public markets? For LPs, investing in VC firms is just to way to div…