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We only hire the trendiest

danluu.com

631–640 of 728 posts

Re: We only hire the trendiest

#631

Earlier quoted context omitted.

instead of asking them stupid, verbatim-recall questions, i give them a problem and ask them how they would solve it. i.e., "a customer reports his website is running too slow. describe how you would identify and solve the problem." it's a good sign when they start asking you follow-up questions, like "is it load balanced? is there a database?". it's a bad sign when they say, "just restart the server".

I got asked "what happens when you hit return in the browser?" After I had traced from the keyboard driver through libraries and runtimes to the browser event system, then back down thru the network layers to sockets, then thru IP events to land a packet on the remote router, they called a halt. Apparently nobody had actually answered the question before. IMO Its a good exercise for problem-solving, and plumbs experi…

I think that both this question, and beachstartup's question about speeding up a website, are totally decent interview questions, for a intermediate-to-senior web developer.

But if anyone thinks that either of these questions is testing "critical thinking skills", or "problem solving", then I would like to hear in what way. Both of those seem to me to be pretty much archetypal "verbatim-recall questions".

Experience and exposure and education and ability to brute-force recall all of the above is valuable. But it's pretty much the exact opposite of what beachstartup said (s)he was testing, and there is zero "problem solving" in the "what happens when you hit return in a browser" question.

I'm a little bewildered how anyone could confuse these diametrically opposed aptitudes.

Re: We only hire the trendiest

#632
My team and I at Workshape.io are working hard to build a hiring platform for software engineers that addresses some of the various shortcomings in this space.

We have noticed over the past few weeks that interviewing techniques and hiring standards have been a hot topic on HN. We are interested in finding out from the community what your limits are when it comes to interviewing as we feel there is little understanding of this - We all have our opinions on what is effective but it would be incredibly useful to identify trends across different demographics in our industry.

We have created a quick survey [1] (that is anonymous) to help us gather information so that we can produce a report for the benefit everyone. It shouldn't take much longer than 10 minutes to create. We'd be incredibly grateful for any contributions. (The survey has been designed with attention paid to a survey designing guide from Harvard [2])

[1]: https://workshape.typeform.com/to/SGxTdw

[2] : http://psr.iq.harvard.edu/files/psr/files/PSRQuestionnaireTi...

Re: We only hire the trendiest

#633

Earlier quoted context omitted.

Georgia Tech is a no-name school? Ridiculous. I did not go there but all the engineers I've had the pleasure of meeting from there seem to know their stuff. Which is far, far, more than I can say for my alma mater.

It's a joke, Georgia Tech is top 10

One of the 25 top 10 schools in fact

Re: We only hire the trendiest

#634
post #144

Earlier quoted context omitted.

The standard for .NET shops is TFS. When you create a TFS project you setup CI and automated builds. "Bear in mind, a lot of .Net developers don't even know it's possible to compile their projects outside of Visual Studio. Msbuild, Nant, csc.exe, "what are those?" There's probably plenty of java developers like that as well.

>The standard for .NET shops is TFS I've never seen Team Foundation Server in a .NET shop. It's either been SVN, Git or Perforce. That being said I think it's very individual, but many small companies won't pay for TFS, they barely want to pay for Visual Studio Professional/Enterprise edition

I've worked at a large financial company (everyone would recognize the name) and TFS was the main build system.

Re: We only hire the trendiest

#635
post #127
post #45

Earlier quoted context omitted.

I struggle to understand, from a practical standpoint, where it comes from. The performance of ASP.Net is becoming outright ludicrous[1]. I've personally rewritten a lot of C++/CLR to C# and we've seen performance gains over 20% each time. C# is a language that hasn't gone stagnant, regular iterations on the language are made to meet real-world demands. Now that the OS is no longer an issue, why isn't C# seeing more…

The problem is that with .Net experience comes a very big reluctance to "re-use" existing, open-source libraries. I've seen it first-hand, devs that "only" know the .Net stack. You come at them with any solution that involves "free" due to a library/project being open-source, and their brains nearly explode (bit of hyperbole, there).

And that reluctance comes from being mentored by senior software engineers who have been burned by using the latest shiny, and appropriately mentor the junior developers against using the latest shiny. We .Net developers build mission-critial enterprise apps using only the .Net stack, and most senior .Net devs would applaud one in doing so. Now I'll admit that the .Net stack is a moving target. But I'd rather have one commercially supported moving target than a dozen OSS moving targets. No rational person likes having their head explode. Being "free" has nothing to do with it.

Re: We only hire the trendiest

#636

I've found that the best predictors of a good hire are indications of the following characteristics during the interview/vetting process: - adaptability -- can this person deal with situations that are spontaneous and unplanned without losing his/her cool. - openness -- is this person instinctively scornful of new concepts/ideas or energized by the chance to be exposed to something potentially interesting. - resource…

> - rationality -- can this person admit to being wrong and speak about it authentically... can I imagine this person admitting to being slightly wrong and even very wrong about something and handling it gracefully. I think this is a super important characteristic for a great employee to have, but I don't know how reasonable it is to expect to see much of it in an interview. In an interview setting, the candidate is…

>I think this is a super important characteristic for a great employee to have, but I don't know how reasonable it is to expect to see much of it in an interview. In an interview setting, the candidate is under a lot of pressure to come across as "perfect" in the sense that they want to appear to meet all of the expectations the interviewer has for them.

I would never hire someone who couldn't honestly speak to making mistakes and being wrong. We're human, and your ability to be self critical and learn from your mistakes is one of the single most important aspects in continued professional (and personal!) growth.

It should never be difficult to speak to a time you've screwed up. No one rational thinks we go through life with a perfect record, and no one has done it. Be honest.

Re: We only hire the trendiest

#637
One of the best threads I've read here in recent times. Wish all developers, managers, and HR folk would read it. Can't say that I read it word-by-word so apologies if I missed, but are there any tech startups that provide tools and resources for pursuing such "open book" coding interviews? Or is there a business model here - think "reCAPTCHA for hiring". Solve stackoverflow bounties. Fix bugs in OSS projects. Everybody wins. Questions get answered. Bugs get fixed. Programmer candidates prove their mettle. Good candidates are identified.

Re: We only hire the trendiest

#638
post #535

Earlier quoted context omitted.

I think that's fair. I've had both the former and the latter, but unfortunately most of my experiences fall into latter case, where it's simply been hoop jumping. Most of my friends (all about to graduate, so a good number of examples) are experiencing the same. For example one company gave a problem with five parts, with the final part being solve longest path on a bipartite weighted graph (which is quite a hard and…

Does the job they're interviewing involve finding the longest paths on weighted bipartite graphs? Or is this just non-recursive Towers of Hanoi pretending to be a realistic work sample?

No, the position most definitely had absolutely nothing to do with longest path or combinatorial optimization.

Anyway, my larger point is that what I've been seeing interviewing is that these tests are becoming much more common at US startups without companies removing/reducing the rest of their technical evaluation process, nor really structuring the problems to be a good signal.

In an ideal world where companies do take home tests right, I think its a great solution. But what I've been seeing more often than not doesn't support that, making it hard to support.

I'm really curious what you've been seeing at Starfighter. Are partnering companies still going on to do a full technical interview? Or does Starfighter largely replace their normal technical evaluation?

Ignoring the fun of the challenges themselves (which probably isn't entirely fair), the latter makes it very compelling for a candidate. The former does not.

Re: We only hire the trendiest

#639
post #347
post #270

Daniel Kahneman talks about an idea called substitution in his book Thinking Fast and Slow that I think really applies here. Here's the jist: When your brain is faced with doing a task that's going to require a lot of glucose it will look for shortcuts to save you energy. One of those shortcuts is your mind will look for an available heuristic, swap out the energy hungry analysis for the heuristic, and then signal yo…

I think you're right about the mental shortcuts, but the main effect I see at play in the article is about misaligned incentives. It's in the organization's interest to hire the underrated, but it's not in the HR recruiter's interest to do that. If the recruiter refers a candidate who looks good on paper but turns out to be a bad hire, no one's going to blame the recruiter. But every time recruiters have the engineer…

Exactly. Recruiting is ripe with principal agent problems.

Recruiters don't get blamed for the undervalued candidates they failed to hire. Nor do they get fired for hiring Stanford grads. (The engineering equivalent of IBM.)

Re: We only hire the trendiest

#640

Earlier quoted context omitted.

Kahneman also writes in the same book about his experience with interviews as a young psychologist with the Israeli army. His recommendation? A simple (but well thought out) rubric. Identify 5 or 6 qualities that are essential to the success of your team. Tailor your questions around evaluating for those. Interview a bunch of people, score them on a scale of 1 to 5 for each of those categories. Resist your gut feelin…

Does anyone else have experience with a system like this? Sounds bold. Sounds like something someone in the valley should try.

This sounds quite similar to the competency model, which basically entails listing required competencies for a position and then developing a set of specific questions to evaluate each question.

Probably the only good thing I did in my first management job was to create a specific competency matrix for each position and to evaluate candidates against it. We only hired a handful of people, but I was very happy with every person I hired.

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