Earlier quoted context omitted.
We're having a bit of a debate about this internally as the company I work for is struggling to hire good candidates. For a while we've had a take-home test and that has increased our success rate somewhat. But as you say, we really don't want to lay unreasonable expectations on people who may have other obligations, but we've had many people in the past who've interviewed very well but turned out to be completely in…
>For a while we've had a take-home test and that has increased our success rate somewhat. But as you say, we really don't want to lay unreasonable expectations on people who may have other obligations These are mutually exclusive things. Candidates who have more free time to code are more likely to be better at it than those who don't (all else equal). Candidates who have OSS maintenance / leadership experience are m…
Some of the gymnastics thinking that I see seems to suggest that we’d seek to hire fluent English speakers by interviewing evenly across all populations. By all means, I’d be more than happy to hire someone fluent in English from China, but if I’m looking for a fluent English speaker, I shouldn’t spent 18.5% of my recruiting efforts/budget in China out of "fairness".