901–910 of 1001 posts
I have been trying to hire someone with more than a couple years experience in frontend and event sourcing with any language in the backend for weeks and 90% of the applicants are just people right off a bootcamp where they just do Django. then a couple no-shows and people who essentially add any tech they've heard of in their CV. In the past I've interviewed dozens of people who mention five DBMS in their resume but…
umm, may I contact you?
Earlier quoted context omitted.
except that referral hiring isn't a thing almost anywhere I know because I've referred people I KNOW are great SE's and I'm literally willing to vouch my own employment for, and they still get treated no different to any other candidate
I remember the first time I worked at a company that did referral hiring that skipped the interview process. The first few hires were amazing. Everyone thought we had struck gold: Just find people your employees can vouch for, and hire them! Why didn't anyone else think of this? Then we got a referral hire who turned out to be rather bad at everything, from coding to getting along with people. And another who was rea…
what I'm saying is it didn't make a shred of difference for even selecting their resume out of the pile to be interviewed
In my area at least, hiring isn’t slowing so much, but the quality of the average candidate has cratered in the last 5-10 years. My opinion personally on this is that if you can’t find a job building software, you are suffering from some combination of these factors: * Titles be damned, you aren’t actually a very talented engineer. Maybe this isn’t the right job for you. * You’re coming off as a jerk. Ask your friend…
or maybe you are not USA citizen.
That said, I've done plenty of work with people from other countries. I find the difference in cultures to be very interesting. And I've worked with plenty of non-US citizens (from Russia, Brazil, India, and other English-speaking countries) who knew what they were doing, could communicate well and made good co-workers despite things like time zone differences and not being native English-speakers. In my experience the skill level isn't all that different, but it can be harder to pinpoint BS when the person speaks in an unfamiliar accent or isn't strong in English. For example, I might ask myself, is this person dodging the question I asked because they didn't understand it? Or because they're trying to BS me?
By the power of drawing two lines, we see correlation is causation and you can’t argue otherwise:
interest rates go up, jobs go down. never a miscommunication. you can explain that.
>According to all the interviews I’ve failed over the years (I don’t think I’ve ever passed an actual “coding interview” anywhere?), the entire goal of tech hiring is just finding people in the 100 to 115 midwit block then outright rejecting everybody else as too much of an unknown risk. As a (now) senior/staff-level engineer back out on the job market for the first time in a while, I'm begrudgingly coming to accept…
I've never understood why people hate them so much. From the employer side of things it only makes sense to get a feeling for someone's abilities other than an impression based on words alone. You can't believe the amount of shit solutions we've gotten from candidates. We just let you make a very simple kata. A tiny program that generates some console output, you have to refactor it to make it prettier and you need t…
The author of this article has a reputation for an incredible sense of self-entitlement, he's the person who tried to do a hostile takeover of Redis after making a few minor contributions[0]. In light of that it's not too surprising that he's finding it difficult to find a job that meets his expectations. [0] https://news.ycombinator.com/item?id=9176800
>According to all the interviews I’ve failed over the years (I don’t think I’ve ever passed an actual “coding interview” anywhere?), the entire goal of tech hiring is just finding people in the 100 to 115 midwit block then outright rejecting everybody else as too much of an unknown risk. As a (now) senior/staff-level engineer back out on the job market for the first time in a while, I'm begrudgingly coming to accept…
There's coding interviews and coding interviews. Asking basic questions that will be directly applicable to the job? Sure Filtering for basic knowledge to make sure the candidate isn't lying about their experience? Sure. Examining my thought process and producing working code is a nice-to-have? Sure. Asking me to solve an extremely esoteric problem that has zero relevance to my day-to-day and if the solution I come u…
Eh I think it's fine to try to find people who are interested in solving problems and will give any maths problem a go, no matter how hard it may seem.
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Imo, there are two kinds of programmers: people who can write code to build stuff, and people who can write code to build stuff and are also conversationally fluent in the theory behind writing code. The second group is 5x more useful than the first, and coding interviews are testing which group you're in. Often the first group doesn't think the extra skill of fluency is important, which is fine, think what you want,…
I find the second group more often than not so pendantically afraid of building something even a few lines of any sort of "anti pattern" that when they meet the messy qualities of reality they fail to build anything, or at least take 20x as long as the first group.
Or maybe a good team is a mix of the two. I dunno. But I know that not having theory gets you only so far, and then everything becomes awful.
Earlier quoted context omitted.
Imo, there are two kinds of programmers: people who can write code to build stuff, and people who can write code to build stuff and are also conversationally fluent in the theory behind writing code. The second group is 5x more useful than the first, and coding interviews are testing which group you're in. Often the first group doesn't think the extra skill of fluency is important, which is fine, think what you want,…
I’ve been having quite a bit of luck at these coding assessments by simply memorising solutions to leetcode problems. This feels not very different to studying braindumps to get a vendor certification.