Viewing profile — ramblinjan

It can be refactoring, retooling, upgrading to a newer version of a framework, adding tests, etc. There are times it goes well, and there are times it goes poorly. Could you tell m…

A phenomenal candidate can leave pretty easily, too. But when I'm taking about not being afraid to make a "no hire" call, I'm not talking about the incredibly strong candidates. Th…

> then be upfront about that instead of surprising candidates during a stressful interview People are rarely humble enough to actually reflect on this if they're excited about a jo…

There's also the cost of impact on a team, etc. Shameless self-plug, though, for another post I wrote about organizational process: http://ramblinjan.com/development/2016/07/05/Goi…

It's really really hard to come up with explicit actionable advice when a core part of your argument is that you need to do what is right for your team/company. To extend my TDD an…

You've got me looking back at what I've written, because I actually agree with you on company culture (if the company's culture is a positive force). My point about technical recru…

Isn't my original blog post at least a little bit of evidence that I've put a good bit of time into thinking about that? I mean, a "bad hire" with the consulting/open source shop w…

I hate the "objective statement" (since it is almost always just filler nonsense), but a good personal statement can go a long way. It's like a good thesis statement: make a bold c…

I'll have to think some on this. I really was not trying to take the brutal "we only hire the best" nonsense that a lot of companies do.

Thanks! Definitely didn't take it as pedantic. Thanks for the reminder about the impact this could have on an audience I didn't think about. I added a small disclaimer.

Made a small edit based on your comment. Thanks!

Made a slight edit. Thanks for the feedback.

The title got updated by HN, I think. I'm not trying to call everything engineering (I don't actually think everything should be approached as an engineering process). My argument …

It depends on your definition of "perfectly acceptable." Almost every job in every industry with a hiring cycle rejects "a majority of candidates," especially when there's limited …

Fair point.

Thanks for the feedback. I'll have to give it some thought because it seems like I failed to explain this well enough (though I may just straight up be wrong about it altogether). …

This is a great point. When I talk about intentionally frustrating candidates, it's mostly based on a technical interview we would do that a lot of people would struggle with. It h…

Good point. I tried to be pretty conservative so it didn't feel like I was fudging numbers to make a point about speed in earlier rounds, but I wonder if I should clarify. I'll def…

"Colleges and employers interested in predicting the success of applicants would do better to look at a student’s grades, which measure personality traits, like grit and attention …