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> At any point in time, Matt knows better than anyone else which roles in the company have the greatest need for additional resources. I'm skeptical of this st

> At any point in time, Matt knows better than anyone else which roles in the company have the greatest need for additional resources. I'm skeptical of this statement. It seems to rest on many unreliable assumptions (e.g. at a busy company, it seems that a team lead may know better than the CEO when his team needs additional resources to deliver). Other than that, I love their approach to interviewing: casual, asynchronous communication. When people are actively seeking a new role, they may not be the best version of themselves. They may be stressed, feeling frustrated, dealing with a life event, and attempting to conduct a job search on the side. This gives such candidates a better chance to be able to put a better foot forward IMO.

georgestephanis 11y ago
> I'm skeptical of this statement. It seems to rest on many unreliable assumptions (e.g. at a busy company, it seems that a team lead may know better than the CEO when his team needs additional resources to deliver). As a team lead at Automattic, pretty much all of us have regular chats with Matt -- some on bi-weekly group hangouts, others casual private conversations in Slack -- but we all communicate our personnel needs and concerns to him, and sometimes the solution isn't "Hire a new person for X squad" -- it may be take someone looking for a team switch and shift them around internally. Having actually experienced this in practice, Matt really is stellar at making sure we have the people we need.