> it only makes sense to invest time in someone who really is excited about switching. Is this necessarily the case? The Clippers had to bend over backwards to

> it only makes sense to invest time in someone who really is excited about switching. Is this necessarily the case? The Clippers had to bend over backwards to get Kawaii Leonard on their team. They almost certainly would never have gotten an NBA Finals MVP if their philosophy was only go after people who were already excited. The point is there some tradeoff in the design space. It's nice to have people who are excited to work for you, but chances are the superstars that will take your team to the next level, already have a dozen suitors. Kawaii Leonard isn't doing a six hour take home tests. I'd suggest that maybe Firebase's experience here is not representative. It was one of the hottest startups in the Valley at the time. So maybe it could put up a lot of onerous requirements and still have talented engineers beating down the doors. If you're the Lakers, Lebron James comes to you. But for the 99% of hiring managers that are at the equivalent of the Clippers, maybe the same approach doesn't work.