> Moishe Lettvin has a talk I really like, where he talks about a time when he was on a hiring committee and they rejected every candidate that came up, only to

> Moishe Lettvin has a talk I really like, where he talks about a time when he was on a hiring committee and they rejected every candidate that came up, only to find that the “candidates” were actually anonymized versions of their own interviews! Steve Yegge I think has a similar post but from a different angle and he calls this problem the interview anti-loop. Depending on who ends up on your interview panel you might get high or low marks across the board and it won't be in any way correlated to your actual abilities. Making good teams like Dan says is a hard problem mostly because recruiting is a hard problem and letting anyone other than the team handle the process is why things are broken. If you want to work with great people then you personally have to be actively involved in recruiting great people by going to conferences, going to meetups, writing blog posts like this one, etc. But that sounds very time consuming and most companies don't think recruiting is actually an engineer's job so they never properly budget for it in terms of training and other resources.