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Seems like a lot of people went on to be hired by twitter after not satisfying some other hiring processes. What if this just means that twitter hires second rate people? Also, I wouldn’t have hired the guy who doesn’t use semicolons in his JavaScript, either.
This implies that there's a stigma to being "rejected" for a role. The answer is that you're not entitled to a role, just like a company is not entitled to have you. There's no stigma in saying "You're not exactly what we're looking for right now", even if it's the case that you might be _really great_ somewhere else or even ideal for that exact role in future. I don't understand people who take a "no thank you" pers…
Probably because they've been personally rejected for a job.
I get what you're saying in the context of one job, perhaps when you already have experience. But when you're just starting out and get rejected repeatedly, of course it's disheartening.
I'm really surprised at how they managed to get so many big names from the open source community to share their stories. Maybe success isn't tied to grinding out a bunch of leetcode?
Maybe it's just me but it sure does seem like a lot of these people ended up at Twitter. And I don't see a lot of Google.
It seems like Google filters hard on whiteboarding, questions and Twitter filters on something at least somewhat orthogonal.
I wouldn't, but you could...
Seems like a lot of people went on to be hired by twitter after not satisfying some other hiring processes. What if this just means that twitter hires second rate people? Also, I wouldn’t have hired the guy who doesn’t use semicolons in his JavaScript, either.
This seems very similar to the c++ issue with single statement ifs.
https://flaviocopes.com/javascript-automatic-semicolon-inser...
Subtitled "A Compendium Of 'Ha! I Sure Showed you!'".
> Anne-Gaelle Colom@agcolom jQuery
> I was refused a reference by my supervisor in France who thought the male student on my team did all the work.
>Rejected by Valve Software for a Software Engineer position because i was young. (when i was 19) Really? I wonder what the culture is like at Valve
I wonder if/how companies try to measure their false negative rate. Despite how straightforward it is to fire someone in the U.S., they keep saying "it's better to reject a good candidate than hire a bad one." Is that really true? I wonder how many big companies have thought about testing that assumption, maybe changing their selectivity and measuring the effect. Have they really measured how much it costs to hire/fire a bad performer and shown it to be greater than the productivity they'd get out of a good performer they are inclined to reject? Does their strategy of holding out for months, looking for that unicorn candidate instead of hiring someone who's "just fine" today really work? How do they know? Have they measured it?
Are they even serious about their existing selectivity? Is it baked into their annual performance process too? How many of them apply their selectivity bar to their existing employees? One common thing I've seen at companies is many of their "old guard" long time folks would never pass today's interview hazing. The most difficult thing most people ever do at a company is pass the interview.
Many others in the list never made it past the phone screen for twitter.