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Hi m00dy, Did you have any issues with the BaseCase recruitment process? I'll try my best to answer any questions you may have. Glancing at the logs, I think

Hi m00dy, Did you have any issues with the BaseCase recruitment process? I'll try my best to answer any questions you may have. Glancing at the logs, I think you are objecting to the fact it took ~9 business days to review your solution? I agree that this is long (and longer than usual). I can confirm that I'm restructuring how we handle our recruitment process to speed-up the review process (more people are being involved in the process). As a courtesy, I would ask that you refrain from posting solutions to our screening tests here. It defeats their purpose, and potentially wastes multiple people's time (both mine and the applicants). Regards, Diarmuid / CTO of BaseCase

i-applied-there 10y ago
I'm not OP, but I wouldn't recommend applying there either. Their process is completely broken (they require candidates to spend hours on at least two assignments before even an initial interview). This might be OK if an applicant had no CV or portfolio. In any case, most companies (large and small) thankfully don't do this.
- basecase_com 10y ago
  Thanks for the feedback. Our recruitment process is: 1. Screening test (~10-20min) 2. Outline of salary range, working environment, product, and of remaining recruitment process (our "FAQ"). 3. Final "software architecture" test (3.5hrs - 6hrs avg, 9hr max) 4. ~2 1hr interviews 5. Offer Note that after the 10-20min screening test we disclose the rest of the process in detail as a matter of course. I understand that you might disagree with this process but I think it's reasonably transparent to participants. We've hired several people in the past year and I hope to continue to hire into the future. Out of curiosity, how would you structure an ideal recruitment process? I'm genuinely interested in alternative methods of assessing people's ability to write high-quality code. (I've found CV/portfolio-based assessments unreliable, but it may be that I haven't done them "right"). If you have any additional criticisms of the process I'm open to discussion. Hiring is tricky and I'm sure we can do better. Regards, Diarmuid / CTO of BaseCase
  - wayn3 10y ago
    "I'm genuinely interested in alternative methods of assessing people's ability to write high-quality code." Step 1: Specify what high quality code IS. Step 2: Ask them to write high quality code. Step 3: ??? Step 4: Profit. You are taking the shotgun approach of asking everyone open-ended questions and if they don't strike your particular nerve, you dismiss them. You're not testing for ability, you test for luck. Most people are capable of following directions, but you are not providing direction. You just expect people to kinda know what it is that you're looking for.
- been-there 10y ago
  Given the fact that they are perpetually hiring, looks like their process is broken and their CTO has unreasonable expectations. Anyhow, won't recommend applying either.
  - Omie6541 10y ago
    kept mum for long but happened to me too, although last year. 8 hours challenge, no rejection response until I asked, no reason why submission was considered bad. Won't recommend applying.
m00dy 10y ago
Well, I have never posted solutions online before and I can understand your hesitations. But I simply don't care. Because You don't deserve it. I'm sure you can get a lot of candidates when you post here. But, that doesn't mean that you can treat them as you like. This is HN community not LinkedIn. You can't just show up after 9 days to invite me to the 2nd round. Not even follow-up emails. That thing drove me crazy. For your new recruitment process, I would suggest not to use automated cold emails. Better call each candidate. Most companies do that. FYI
- basecase_com 10y ago
  Hi m00dy, I'd like to clarify one thing - none of your communications with BaseCase were 'automated' on the BaseCase-side. Every email that was signed-off by a person was manually sent by someone on our team. For 'common' emails, we do use email templates, but a person actually decides to send the template, not a bot. (Technical detail: the second software test uses an email bot to time the test, but this bot is not reporting your recruitment status in any way, it's just sending the test and receiving your solution. It identifies itself as a bot in communications.) I have asked our recruitment manager to send an acknowledgement email after every test submission (they usually do, but in your case you're right that they didn't). Regards, Diarmuid
  - wayn3 10y ago
    One would have to wonder how chaotic this firm is if a recruitment manager isn't capable of sending an E-Mail to every potential recruit they're supposed to send an E-Mail to. Why are you still repping these cases as individual mishaps? It took you 5 weeks to get back to me and it only happened after (because?) I posted here.
    - basecase_com 10y ago
      Hi wayn3, To clarify - m00dy did get a response from our recruitment manager ~9 business days after submitting his application. What I acknowledged is that we could have done better is in responding immediately to the submission of his solution, instead of simply reporting the result 9 business days later. And I responded to you 3 weeks after you sent in your solution, because it took me that long to have a chance to your solution. I wasn't actually aware of the HN posting at the time. In any event, given all the issues raised here, I'm changing our recruitment process (I've added a comment below). I hope this addresses concerns. I'm not trying to 'win' an argument here, I'm trying ensure BaseCase has a reasonable process that provides the outcomes I need while being transparent to participants. I therefore am trying to get a fair understanding of you and other's criticisms of the BaseCase recruitment process and making amendments that seem reasonable. Regards, Diarmuid

i-applied-there 10y ago

I'm not OP, but I wouldn't recommend applying there either. Their process is completely broken (they require candidates to spend hours on at least two assignments before even an initial interview). This might be OK if an applicant had no CV or portfolio. In any case, most companies (large and small) thankfully don't do this.

basecase_com 10y ago
Thanks for the feedback. Our recruitment process is: 1. Screening test (~10-20min) 2. Outline of salary range, working environment, product, and of remaining recruitment process (our "FAQ"). 3. Final "software architecture" test (3.5hrs - 6hrs avg, 9hr max) 4. ~2 1hr interviews 5. Offer Note that after the 10-20min screening test we disclose the rest of the process in detail as a matter of course. I understand that you might disagree with this process but I think it's reasonably transparent to participants. We've hired several people in the past year and I hope to continue to hire into the future. Out of curiosity, how would you structure an ideal recruitment process? I'm genuinely interested in alternative methods of assessing people's ability to write high-quality code. (I've found CV/portfolio-based assessments unreliable, but it may be that I haven't done them "right"). If you have any additional criticisms of the process I'm open to discussion. Hiring is tricky and I'm sure we can do better. Regards, Diarmuid / CTO of BaseCase
- wayn3 10y ago
  "I'm genuinely interested in alternative methods of assessing people's ability to write high-quality code." Step 1: Specify what high quality code IS. Step 2: Ask them to write high quality code. Step 3: ??? Step 4: Profit. You are taking the shotgun approach of asking everyone open-ended questions and if they don't strike your particular nerve, you dismiss them. You're not testing for ability, you test for luck. Most people are capable of following directions, but you are not providing direction. You just expect people to kinda know what it is that you're looking for.
been-there 10y ago
Given the fact that they are perpetually hiring, looks like their process is broken and their CTO has unreasonable expectations. Anyhow, won't recommend applying either.
- Omie6541 10y ago
  kept mum for long but happened to me too, although last year. 8 hours challenge, no rejection response until I asked, no reason why submission was considered bad. Won't recommend applying.

m00dy 10y ago

Well, I have never posted solutions online before and I can understand your hesitations. But I simply don't care. Because You don't deserve it. I'm sure you can get a lot of candidates when you post here. But, that doesn't mean that you can treat them as you like. This is HN community not LinkedIn. You can't just show up after 9 days to invite me to the 2nd round. Not even follow-up emails. That thing drove me crazy. For your new recruitment process, I would suggest not to use automated cold emails. Better call each candidate. Most companies do that. FYI

basecase_com 10y ago
Hi m00dy, I'd like to clarify one thing - none of your communications with BaseCase were 'automated' on the BaseCase-side. Every email that was signed-off by a person was manually sent by someone on our team. For 'common' emails, we do use email templates, but a person actually decides to send the template, not a bot. (Technical detail: the second software test uses an email bot to time the test, but this bot is not reporting your recruitment status in any way, it's just sending the test and receiving your solution. It identifies itself as a bot in communications.) I have asked our recruitment manager to send an acknowledgement email after every test submission (they usually do, but in your case you're right that they didn't). Regards, Diarmuid
- wayn3 10y ago
  One would have to wonder how chaotic this firm is if a recruitment manager isn't capable of sending an E-Mail to every potential recruit they're supposed to send an E-Mail to. Why are you still repping these cases as individual mishaps? It took you 5 weeks to get back to me and it only happened after (because?) I posted here.
  - basecase_com 10y ago
    Hi wayn3, To clarify - m00dy did get a response from our recruitment manager ~9 business days after submitting his application. What I acknowledged is that we could have done better is in responding immediately to the submission of his solution, instead of simply reporting the result 9 business days later. And I responded to you 3 weeks after you sent in your solution, because it took me that long to have a chance to your solution. I wasn't actually aware of the HN posting at the time. In any event, given all the issues raised here, I'm changing our recruitment process (I've added a comment below). I hope this addresses concerns. I'm not trying to 'win' an argument here, I'm trying ensure BaseCase has a reasonable process that provides the outcomes I need while being transparent to participants. I therefore am trying to get a fair understanding of you and other's criticisms of the BaseCase recruitment process and making amendments that seem reasonable. Regards, Diarmuid