I think that looking at a GitHub profile is tricky. Very few people get to work on open source projects. And quite frankly, Linux's model of "trying to get noti

I think that looking at a GitHub profile is tricky. Very few people get to work on open source projects. And quite frankly, Linux's model of "trying to get noticed by the admins" doesn't scale well at all. There is a lot more to it than he's suggesting. If you want to interview people effectively try this crazy formula: 0. Ask for a remote tech screen. Ask for a simple piece of work that you can evaluate and that resembles real work. Make sure it can be built and tested imperially (the best way is automatically). This should be simple and not 8 hours of work. Don't ask people to code on a whiteboard or do their best algorithmic design in a high stress interview session, you won't get it. 1. Be prepared. Know what you're interviewing for and list out he skills. Read a candidates resume and review the prior work they offer. Read their code first. 2. Code review their tech screen. 3. Make sure to ask questions about their approach to work, leadership and projects. Encourage them to ask you similar questions. 4. Have a broad cross section of your company interview. Mix up who does this, diversity is a plus here. Also, make sure designers and HR folks get a bit of time, not just engineers. 5. If the position is senior tech, whitebiarding is acceptable for architecture or planning or diagrams.