Hiring in our industry can learn a lot from education. Everything the author wrote boils down to fundamental questions that teachers at all levels have to deal

Hiring in our industry can learn a lot from education. Everything the author wrote boils down to fundamental questions that teachers at all levels have to deal with on a daily basis - how do I assess this student? Either in the moment, on a test, through their assignments, etc. Teachers are constantly in a struggle to figure out where a student is and if they are making progress towards what they wish to impart to them. Technical interviews are very similar, only smaller scoped. The goal is to use the right tests to learn what you need to know about a candidate. A lot of this boils down to having a rubric - what qualities are you looking for in a candidate that makes them a good fit for your team? If you cannot answer this, then your interview process is going to produce poor signals. This also leads into another pet peeve of mine when dealing with technical interviews - the ghosting and lack of feedback. If you are unable to give generic feedback on why a technical assessment did not pass (not the cultural), that is a strong signal that you don’t know what you are looking for as a baseline in candidates. There is nothing wrong with generic feedback along the lines of “relative to other candidates, your commit messages and code style was lacking.” It is especially frustrating when the company invites you to apply again in the future. That’s like failing a project in school, but the teacher is giving you a second chance with the only feedback being, “better luck next time.”