5 ms·
> I would never hire someone from starfighters without an additional interview This is the crux of my issue with the product as well. I'm entirely uncertain wh
by ryanSrich 10y ago
> I would never hire someone from starfighters without an additional interview
This is the crux of my issue with the product as well. I'm entirely uncertain what a Starfighter candidate gets me as a hiring manager. I'm not going to blindly hire someone because they passed a few levels in an online programming game. The fact that the candidate is technically competent accounts for only 10% of what I test a candidate for in an interview.
- hawkice 10y agoA very reasonable and predictable attitude. Which raises the question: what does this get engineers, if it takes a lot of time and doesn't save any in the interviewing phase? Personally, I hate resumes with the fury of a thousand winds. They say nothing important and decontextualize every important thing I've done in my career. But this won't help unless the Starfighter crew has managed to negotiate _something not so small_ with hiring managers who are skeptical of everything (it is kind of their job to be skeptical, sort of?).
- kasey_junk 10y agoDo you use contingent recruiters now? If so, how do they qualify their leads to earn their 20%? Do you think that that process is better/worse than the starfighter approach?
- icelancer 10y agoThis also doesn't make a lot of sense for the candidate. Why do a ton of free work (a "game") if I'm going to have to spend a bunch of time in a technical interview anyway?