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The bulls**t Canonical wants you to jump through before they will give

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Re: The bulls**t Canonical wants you to jump through before they will give

#91

Post by klyrs »

latchkey wrote: post #46
klyrs wrote: post #29

Earlier quoted context omitted.

Sure. But I have a full-time job and a family. Combined with the essay's focus on the candidate's high school career, it's a pretty strong signal I'm too old to work there. I'm sure as hell not going to spend a year of my precious spare time on the gamble it'll get me a job where they expect me to continue working off-hours.

I'm "old" (~50) and I don't take it as age related. It just sounds like you are at a point in your life where you have different priorities and should look for jobs that match those.

Really? How relevant is your high school experience to your skillset today?

Re: The bulls**t Canonical wants you to jump through before they will give

#92

Post by metadat »

baal80spam wrote: post #28
juice_bus wrote: post #22

Earlier quoted context omitted.

The day old is fully removed or stops working is the day I stop using reddit entirely. I'm trying to get away from it more and more just to make the transition less painful.

> The day old is fully removed or stops working is the day I stop using reddit entirely. I know it's not the same but there's always https://teddit.net

Reddit looks pretty nice.

I am curious- how do they get so much RDT API quota?

Re: The bulls**t Canonical wants you to jump through before they will give

#93

Post by gurchik »

alistairSH wrote: post #45
_t4za wrote: post #36

I noticed this last year when I applied for a software engineering job. For that position, the process is: - Initial screening (done) - Personal essay (this stage) - Standardized aptitude and personality tests - Meet and greet with an engineer - General interview(s) - Recruitment screen - Technical assessment - Role-specific interview(s) - Hiring manager interview - Senior leadership interview I highly doubt the init…

Wait, they have SEVEN distinct interviews? Meet/greet, general, tech assessment, recruiter, role, manager, senior leader? Holy shit. Wow. That’s insane. What a waste of everybody’s time.

At my current job, I did about the same number of interviews. Not counting an initial 15 minute screening call, I had a 30 minute phone call with two of the engineers on the team, a technical panel interview, and 3 exec interviews. So that's six interviews. I would be working with all of these people directly and I wanted to avoid "broken stair" coworkers I have had in the past. While I found this valuable, I didn't feel the same way about the Canonical process and refused to proceed. Each stage of an interview process needs to provide value to both sides. As a candidate, a personality test or an essay does not help me at all except to raise a red flag. And speaking to many people who I might never speak to again is useless to me.

Re: The bulls**t Canonical wants you to jump through before they will give

#94

Post by filmgirlcw »

notRobot wrote: post #89
filmgirlcw wrote: post #76

When an almost identical interview questionnaire was posted a few months ago, I was hoping it was some sort of anomaly, or that Canonical would learn from the feedback and alter it. To see something so similar (for a different role) two months later makes it seem far more likely that they have one of the worst hiring pipeline processes I have ever seen. I’m good at these sorts of written/verbal assessments, and even…

> A quality response to this sort of questionnaire would take at least an hour Maybe I'm an outlier, but it would take me way longer than that. At least a couple hours.

Honestly, it would take me a few hours too. I just wanted to undercount the projected time, in the event there were “I could do this in X minutes” responses. But yes, it would take me a few hours to do this too.

Re: The bulls**t Canonical wants you to jump through before they will give

#95

Post by tssva »

sosodev wrote: post #72
tssva wrote: post #50

Earlier quoted context omitted.

The Canonical founder was recently bemoaning the lack of available talent limiting the growth of the company. The issue really seems to be a ridiculous hiring process limiting the available talent pool and therefore limiting company growth.

Do you have a link to this? That's pretty funny if true

https://techcrunch.com/2022/04/21/canonical-now-hopes-to-ipo...

"He noted that Canonical’s revenue last year was $175 million and that the company’s biggest challenge right now is that demand is bigger that the company’s ability to service it, in large part because there isn’t enough talent on the market for the company to hire."

Re: The bulls**t Canonical wants you to jump through before they will give

#96

Post by justin_oaks »

autarch wrote: post #67

I'm surprised no one else has brought up Oxide's process, which has a similar writing-heavy stage as part of the application. See https://docs.google.com/document/d/1Xtofg-fMQfZoq8Y3oSAKjEgD... for what they ask for. It's not quite as much as Canonical, but it's still a _lot_ of writing to go through just to apply for a position. I considered applying there during my last job search but I just wasn't enthused about i…

There's merit to the idea of having a writing sample from a candidate. If you want to know that a candidate can communicate effectively, you'll want to both hear them talk and read their writing.

That said, I'm not sure whether or not these interview processes were set up with that in mind. If they were, they should also consider that writing can take a long time to produce and so the writing sample should be adjusted to not be too long.

Re: The bulls**t Canonical wants you to jump through before they will give

#97

Post by nescioquid »

cedilla wrote: post #53
ntoskrnl wrote: post #11

Psychometric assesssments, eh? https://en.wikipedia.org/wiki/Psychometrics > such measurements are often misused by laymen, such as with personality tests used in employment procedures.

I think that quote says the opposite of what you seem to imply it does. It says that bullshit like Myers Briggs is misused by laymen. That implies that actual psychometric tests done by experts can be correctly used. The real headscratcher though is that either Canonical thinks psychometrics work, but still bother with all the other nonsense; or they don't think they work but still leave it in in such a long hiring p…

I used to work at a company in which psychometrics were a major component. If you've ever taken a computer adaptive test, that test was based on a psychometric model.

For example in an adaptive test, question are trialed in order to determine how discriminating they are (i.e. which side of an ability estimate correctly answering places you), the likelihood of error in responding (maybe how confusing the item is or some other interference), likelihood of guessing, etc. It is essentially a statistical discipline with some grounding in psychology, but all of the pyschometricians I worked with considered themselves primarily statisticians.

I've never understood psychometry to be a theory about personality, though I suppose you could apply it to such a theory. Maybe its a case of the same term applied to two things?

Re: The bulls**t Canonical wants you to jump through before they will give

#98

Post by latchkey »

klyrs wrote: post #91
latchkey wrote: post #46

Earlier quoted context omitted.

I'm "old" (~50) and I don't take it as age related. It just sounds like you are at a point in your life where you have different priorities and should look for jobs that match those.

Really? How relevant is your high school experience to your skillset today?

That isn't what I was saying at all. I said "similar to".

Re: The bulls**t Canonical wants you to jump through before they will give

#99

Post by autarch »

justin_oaks wrote: post #96
autarch wrote: post #67

I'm surprised no one else has brought up Oxide's process, which has a similar writing-heavy stage as part of the application. See https://docs.google.com/document/d/1Xtofg-fMQfZoq8Y3oSAKjEgD... for what they ask for. It's not quite as much as Canonical, but it's still a _lot_ of writing to go through just to apply for a position. I considered applying there during my last job search but I just wasn't enthused about i…

There's merit to the idea of having a writing sample from a candidate. If you want to know that a candidate can communicate effectively, you'll want to both hear them talk and read their writing. That said, I'm not sure whether or not these interview processes were set up with that in mind. If they were, they should also consider that writing can take a long time to produce and so the writing sample should be adjuste…

> There's merit to the idea of having a writing sample from a candidate. If you want to know that a candidate can communicate effectively, you'll want to both hear them talk and read their writing.

Absolutely. I'm all for asking for a few paragraphs of writing later in the process, or for candidates to submit existing work early on.

Re: The bulls**t Canonical wants you to jump through before they will give

#100

Post by alistairSH »

sosodev wrote: post #49
alistairSH wrote: post #45

Earlier quoted context omitted.

Wait, they have SEVEN distinct interviews? Meet/greet, general, tech assessment, recruiter, role, manager, senior leader? Holy shit. Wow. That’s insane. What a waste of everybody’s time.

So many tech companies are bloating the interview process with seven or more interviews. For my current role I did several interviews and the record during my most recent cycle was ten IIRC. The particularly annoying part is that most of the time the rounds are almost complete duplicates of each other just with a different person. edit: I just checked my calendar and I had nine meetings/interviews with Cruise before…

That’s insane.

FWIW, our normal process is 4 interviews… phone screen with the recruiter, 1 interview with hiring manager, a live tech screen (could be another manager, could be a senior IC), and a quick chat with director or VP. We try to get a candidate through to offer/decline within a week. I really can’t see the additional value of additional rounds of interviews.

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