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There's significant ladder pulling. Tons of engineers work at places with interview processes they could never pass.

• omar_a1 7y ago
  Also the closely related phenomenon of holding candidates unfamiliar with the codebase to the same standards as the interviewer, who wrote half of it. Yea, if I had also been working on this particular code for the past two years I'd be able to breeze through these problems too.
  • camgunz 7y ago
    Yeah and failing an interview like that is dodging a bullet. Probably best to politely walk out at that point.
• PragmaticPulp 7y ago
  > There's significant ladder pulling. Tons of engineers work at places with interview processes they could never pass. One person's "ladder pulling" is another person's "raising the bar". Over time, companies should continue to raise the bar for both candidates and existing employees. As your company grows, you can and should become better at attracting more talented and ambitious employees. You tend to have more resources to compensate new hires better, allowing for more selective hiring practices. Growth means you've learned how to more effectively identify the best candidates. Companies aren't being vindictive or selfish. If they can't hire enough people, they'll dwindle and die. The bar should be set just low enough to keep enough talent coming in the door, but no lower. Companies aren't obligated to hire talent at the same levels they did in the past. It's not ladder pulling, it's just business.
  • camgunz 7y ago
    There's a pretty low ceiling on engineering talent, and an even lower ceiling on that talent being an important differentiator for your company. If that's your goal, then it's not hard to see how companies just keep ratcheting up the difficulty with little to negative gains.