31–40 of 234 posts
"best performers work" With a title like that you really just cannot take this study seriously lol. Not to say it's not interesting but that is one crazy claim, at best title should be "most effective interviewees." Also, I work in FANG but signed up for this website and can't even participate, so how you chose all these candidates is also questionable.
Really interesting to see dropbox so high - would be curious to see some other data to corroborate that they (at least used to) employ the best engineers.
From my time interviewing, I've seen clusters of very good candidates often be more reflective of which top companies were having a hard time, internally or externally. There was a while where my company hired a lot of people from Uber; right now we're getting Amazon and Facebook/Meta.
I would never want the best developers. Imagine the giant pain in the back of these primadonna always thinking they can get paid more in their next job. And how you should give them this or that, or how you should change your development stack, language, processes, chair color, etc. I only need very few geniuses and a lot of normal ones. 80/20, remember?!
For skills, balanced team makes sense. You put a 10x type person in a room full of 0.5x people then yeah they'll start complaining about the chair color because the job sucks and they would kill for the chance to get on a better team.
I think people put too much effort and time in this whole interview business. My suggestion, based on my experience, is to spend a reasonable time like a month, brushing up on most common data structures and algo. Then just take your chances. Rinse and repeat.
what companies should do is ask you to walk them through a piece of code of your choice and discuss that and/or hire you for a month as a contractor and pay you a fair market rate.
I would never want the best developers. Imagine the giant pain in the back of these primadonna always thinking they can get paid more in their next job. And how you should give them this or that, or how you should change your development stack, language, processes, chair color, etc. I only need very few geniuses and a lot of normal ones. 80/20, remember?!
I would never want the best developers. Imagine the giant pain in the back of these primadonna always thinking they can get paid more in their next job. And how you should give them this or that, or how you should change your development stack, language, processes, chair color, etc. I only need very few geniuses and a lot of normal ones. 80/20, remember?!
So, the best developers are always primadonna's now? Maybe the ones who grind leetcode all the time because they have something to prove are the primadonas, and you are somehow selecting for them. For skills, balanced team makes sense. You put a 10x type person in a room full of 0.5x people then yeah they'll start complaining about the chair color because the job sucks and they would kill for the chance to get on a b…
Anyway, interesting results. Let me do some Dropbox outreach and see how they are.
I would never want the best developers. Imagine the giant pain in the back of these primadonna always thinking they can get paid more in their next job. And how you should give them this or that, or how you should change your development stack, language, processes, chair color, etc. I only need very few geniuses and a lot of normal ones. 80/20, remember?!
The very best people I've ever worked with don't fit any of those characteristics you've mentioned.
Although I will say if a developer of yours wants a different chair, get them a better chair. They aren't that expensive and they are durable. Sometimes the overhead of getting $1000 purchases approved adds up to almost the same as the purchase itself. Give your developers some leeway to order equipment, software, books, etc... without approval up to some reasonable limit. It won't cost the company that much and your people will be happier and feel trusted.
I would never want the best developers. Imagine the giant pain in the back of these primadonna always thinking they can get paid more in their next job. And how you should give them this or that, or how you should change your development stack, language, processes, chair color, etc. I only need very few geniuses and a lot of normal ones. 80/20, remember?!
Isn't that the definition of career progress? I don't think it applies to developers only.