The traditional recruiting and hiring process is broken. I say this as a former technical recruiter. I wrote about the problems of recruiting for a closed-sourc

The traditional recruiting and hiring process is broken. I say this as a former technical recruiter. I wrote about the problems of recruiting for a closed-source startup here: https://www.linkedin.com/in/chrisvnicholson/recent-activity/posts/ https://www.linkedin.com/in/chrisvnicholson/recent-activity/... I mention closed-source for a reason. For technical hiring, there is nothing better than open source. Open-source projects allow engineers and their potential employers to collaborate in depth over time. The company can experience whether the engineer is competent, reliable and friendly. The engineer can judge the team's merits in the same way. And they can both decide whether the fit is right. Closed-source and/or non-engineering jobs are the opposite. You get a resume, a Github repo if you're lucky, and a half-day's worth of interviews and tests. Then you roll the dice on that imperfect information. This is one reason why a lot of recruiting and hiring happens through the networks of people that a company can tap into. It may seem corrupt or nepotistic, but the advantage of those referrals is that someone with more information than you is willing to stake their reputation on a candidate's performance. Large companies with lots of historical data have the opportunity to train algorithms to learn how job applications and long-term performance/flight risk/etc. actually correlate. From what I can tell, most haven't.