GP seems like someone who interviews like I interview. I never ask candidates to talk about their personal life. I ask them to tell stories, and I try to unders

GP seems like someone who interviews like I interview. I never ask candidates to talk about their personal life. I ask them to tell stories, and I try to understand whether they can reflect on their experiences and form a narrative. I’ve found that technical ability alone isn’t a great predictor of success. What matters is more that the candidate can communicate their thoughts fluently and that they give some consideration to their goals and how to work with others to achieve them. So I ask behavioral questions. And I ask questions and prompt people because I want to make sure I got a good story out of them. Some people don’t immediately trust you with a good story so I try to establish trust first. I do that by actually telling them what they’d be doing and why and what my employer is about first. I’d rather hire for those skills plus code reading ability because I’ve honestly never used a single “algorithm” in my entire working life.