My company is 100% remote so I have quite a bit of experience with being on the recruitment side. I think if there was a standard for recruiting that the indus

My company is 100% remote so I have quite a bit of experience with being on the recruitment side. I think if there was a standard for recruiting that the industry followed, then people would just be thinking of ways to "hack" the standard, so I don't think that would be helpful. Remote working is desirable and rare but also a lot of companies that recruit for remote workers are very new ones and they often have no clue what they're doing. I think they feel that so long as they make it really hard and unpleasant, they'll be like the other massive internet companies. To be honest, I also have no real clue what I'm doing but I am trying. Perhaps you could give me some feedback on our process while we're here: 1. A written test where we ask a few questions around the candidate's experience - what's the most interesting thing they've worked on, what recent tech are they most interested in, and we ask them to do a code review of a poorly written method. We have a strong culture of documentation so if the candidate can't write well then it's not going to be a good fit. 2. An online interview where we talk about the company, discuss the test, answer questions and write some code together via screen sharing. This latter part takes the longest part - firstly we write a simple string reverse method, write some unit tests for it, debug another method and design a history API for a browser (which has more edge cases than you'd think). What we're looking for: confidence in programming, code, design and communication. 3. An online or in-person (depending on where the candidate lives) interview with me and our CEO. This part has about a 95% success rate for the candidate, our CEO's just a people person and likes to get to know people. 4. The candidate is hired, and we start assigning work in increasing levels of difficulty. This is a probation period of 3 months. Stage 4 is still part of the interview, we're able to take advantage of UK labour laws that allow us to let someone go inside 2 years without having too much trouble. This way we can see them working for real and even if they aren't that good, get some sort of benefit from it. Of course, we might waste some money but it's an opportunity to learn what we need to do better during the interview phase. For better or worse, capitalism rewards those who take risks. I think the companies with their multi-month long recruitment cycles are putting too much effort into risk minimisation. I'm happy when I hear about my competitors' "brutal" interview processes. It means they're moving slower than me.