Guide to scaling engineering organizations
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Re: Guide to scaling engineering organizations
#2Judging by the article, you need to go through a _lot_ of interviews before Stripe makes you an offer.
I wonder if they miss out on whole groups of job candidates because those candidates have good job prospects that don't involve this gruelling slog.
Of course, Stripe does seem to have an excellent team.
Re: Guide to scaling engineering organizations
#3>> In addition to building clear rubrics, we began unconscious bias training to maintain consistency and objectivity.
Is that still valid? I thought the tests to support this concept had failed to be replicated?
http://nymag.com/intelligencer/2017/12/iat-behavior-problem....
https://www.thecut.com/2017/01/psychologys-racism-measuring-...
Re: Guide to scaling engineering organizations
#4Judging by the article, you need to go through a _lot_ of interviews before Stripe makes you an offer. I wonder if they miss out on whole groups of job candidates because those candidates have good job prospects that don't involve this gruelling slog. Of course, Stripe does seem to have an excellent team.
I've heard somewhere that companies like Stripe would rather have false negatives than false positives in hiring.
Re: Guide to scaling engineering organizations
#5Judging by the article, you need to go through a _lot_ of interviews before Stripe makes you an offer. I wonder if they miss out on whole groups of job candidates because those candidates have good job prospects that don't involve this gruelling slog. Of course, Stripe does seem to have an excellent team.
What makes you think that? the article suggests a phone call with a recruiter, a video call with a tech team, and an onsite interview.
2 phone calls and an onsite doesn't seem like an excessive amount of interviews.
Re: Guide to scaling engineering organizations
#6This is the same process as with many other millennial-focused companies in SF.
Re: Guide to scaling engineering organizations
#7Judging by the article, you need to go through a _lot_ of interviews before Stripe makes you an offer. I wonder if they miss out on whole groups of job candidates because those candidates have good job prospects that don't involve this gruelling slog. Of course, Stripe does seem to have an excellent team.
What makes you think that? the article suggests a phone call with a recruiter, a video call with a tech team, and an onsite interview. 2 phone calls and an onsite doesn't seem like an excessive amount of interviews.
If you've ever done an onsite interview, you'd understand what a gruelling experience 6 hours of whiteboard problem solving really is. The worst part, of course, is that these exercises are completely irrelevant to the work most candidates will do on a day to day. That alone feels like a joke. Not to mention that you will be judged by people who also don't care about how well you balance a tree but are forced to anyway due to the archaic method of evaluating technical candidates.
Re: Guide to scaling engineering organizations
#8Judging by the article, you need to go through a _lot_ of interviews before Stripe makes you an offer. I wonder if they miss out on whole groups of job candidates because those candidates have good job prospects that don't involve this gruelling slog. Of course, Stripe does seem to have an excellent team.
I've heard somewhere that companies like Stripe would rather have false negatives than false positives in hiring.
That's the logical tradeoff for any company. Bad hires create an incredible amount of damage that can sink a whole team. It is x10 better to have no hire than a bad one.
Re: Guide to scaling engineering organizations
#9Judging by the article, you need to go through a _lot_ of interviews before Stripe makes you an offer. I wonder if they miss out on whole groups of job candidates because those candidates have good job prospects that don't involve this gruelling slog. Of course, Stripe does seem to have an excellent team.
What makes you think that? the article suggests a phone call with a recruiter, a video call with a tech team, and an onsite interview. 2 phone calls and an onsite doesn't seem like an excessive amount of interviews.
The onsite interview is further broken down into 5-6 interviews, according to the flowchart in the article.
Re: Guide to scaling engineering organizations
#10sbsi dhudbe