Earlier quoted context omitted.
So, no?
Implying that those who have never touched Rust cannot solve problems?
Implying that those who have never touched Rust cannot solve problems in Rust.
How to hire low experience, high potential people
411–420 of 433 posts
Re: How to hire low experience, high potential people
#412Earlier quoted context omitted.
That's an interesting approach. In an interview, you generally drive the discussion a certain way to gather data points for your rubric. Wouldn't this happen in your case? If yes, how is it different from an interview? Otherwise, how do you evaluate candidates who solve the problem but don't seem to communicate much about it.
Nope! It's complicated. We put a lot of effort into deprogramming candidates before the simulation (we call it a "workday"). If you join the Slack channel for a workday and wait for us to ask you questions, almost nothing will happen. The candidate drives, apart from the brief we provide at the beginning of the session. The rubric heavily draws from what questions the candidate asks, and which topics they choose to z…
I love that high-profile people like you are taking risks and innovating with hiring. Thank you. I'm hoping to see some change in the industry. There are probably a lot of high-performing people who have little motivation to go through the normal interview process.
Re: How to hire low experience, high potential people
#413This is exactly what I do with my team. I staff the upper levels first with people I trust (people have worked with me for 15 years across 4 different companies now) and then start fleshing out the rest of the teams beneath them with high potential n00bs. Why? Because that’s what I was when I started and now I’m paying it forward. It’s been a very successful model and continues to be.
hiring?
Re: How to hire low experience, high potential people
#414Earlier quoted context omitted.
Implying that those who have never touched Rust cannot solve problems?
Implying that those who have never touched Rust cannot solve problems in Rust.
Do you consider Rust to be the problem solver's kryptonite? If not, it is not clear why a problem solver cannot solve the problem of solving problems in Rust.
Re: How to hire low experience, high potential people
#415People's intuitions around hiring aren't Bayesian enough. I think a good process reduces down to something like: - Are they smart? (understands quickly + communicates effectively) - Are they cool? (won't put poison in the keurig + pleasant to be around) - Are they high energy? (initiative + action bias) - Do they have the experience needed to be successful in the role? Those are pretty strong priors for success. If y…
I have a 4-quardrant way of thinking about this that's similar. - Y-axis is "drive" - X-axis is "aptitude" - low drive + low aptitude: never hire - low drive + high aptitude: hire for targeted use cases where you need expertise - high drive + low aptitude: hire, train, and foster aptitude growth - high drive + high aptitude: hire on the spot There's an indirect way of testing for this which is to test for curiosity a…
how do you keep 'high drive + high aptitude' from escaping to run their own venture?
Re: How to hire low experience, high potential people
#416Earlier quoted context omitted.
I have a 4-quardrant way of thinking about this that's similar. - Y-axis is "drive" - X-axis is "aptitude" - low drive + low aptitude: never hire - low drive + high aptitude: hire for targeted use cases where you need expertise - high drive + low aptitude: hire, train, and foster aptitude growth - high drive + high aptitude: hire on the spot There's an indirect way of testing for this which is to test for curiosity a…
how do you keep 'high drive + high aptitude' from escaping to run their own venture?
You don't. You just harness what they have and direct it while you can.
But one way to try is to wholly hand off greenfield projects within your company. The whole idea of a "startup within a company" is fundamentally flawed, but you can attempt it anyway.
Re: How to hire low experience, high potential people
#417Earlier quoted context omitted.
Nope! It's complicated. We put a lot of effort into deprogramming candidates before the simulation (we call it a "workday"). If you join the Slack channel for a workday and wait for us to ask you questions, almost nothing will happen. The candidate drives, apart from the brief we provide at the beginning of the session. The rubric heavily draws from what questions the candidate asks, and which topics they choose to z…
I love that high-profile people like you are taking risks and innovating with hiring. Thank you. I'm hoping to see some change in the industry. There are probably a lot of high-performing people who have little motivation to go through the normal interview process.
In fairness, there are people who show really well in the "conventional" interview-driven process that aren't super motivated to go through ours. We come close to achieving a free lunch, but still only approach it asymptotically.
Re: How to hire low experience, high potential people
#418[dead]
Re: How to hire low experience, high potential people
#419Earlier quoted context omitted.
All interviews except hard technical ones are optimized for liars.
And even hard technical interviews greatly fail folks who don’t do well under pressure (ie, not at all how typical software is written / projects are conducted in the real world).
How do people who typically do well under pressure do when not under pressure?
Re: How to hire low experience, high potential people
#420Earlier quoted context omitted.
I'm 36 And also trying to get my foot in. It's very hard, wish I could find someone who gives me an opportunity. I've been interviewed but it's always about the skillset you bring to the table. Can I throw you against a codebase and be productive quickly? Do you already have experience with this obscure library? I want to build now a website using React + Function Calling + Puppeteer, IDK what else to do to impress p…
> It seems the market is just too saturated, despite the frequent news about we need millions of people who can do X! It seems like a way to get cheap and disposable labor. seems a good bet to stay clear of industrialized work environments if one doesn't want to be cheap and disposable labor.
Tech allows companies to solicit a planet-sized talent pool. Microsoft has an entire Indian branch of the company. While some individuals (i.e. the workers in India) are able to benefit, it comes with tradeoff: the local developer loses the job, and the guy or girl who would like to change careers to software development loses as well. Not to mention, the Microsoft coffers get larger since they can pay cheaper wages to the overseas dev.
All you can do is lobby for tighter restrictions, however of course Microsoft is lobbying at the same time with a larger bankroll than you.