A lot of companies employ this strategy with some sort of open source presence on github. The key for the hiring on the open source component is, we use this i

A lot of companies employ this strategy with some sort of open source presence on github. The key for the hiring on the open source component is, we use this in our daily work, and it's directly useful when people work on it. The open source project itself is fairly popular though. The easiest analog here might be something like a react js. I definitely don't claim to have this generalize well, only that it's worked for us, and some companies do this to an extent. I'm not sure how many companies hook their hiring in to this though. If more hiring engineering managers were aware of their open source presence, and who did what on there, it could make hiring more efficient. We've had very good retention over the last few years, because there's some pre vetting that happens at the very minimum. I'm currently looking at formalizing this in some form, but there's a trade off to how much formalization you do vs making the process inefficient.