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> I think we can all agree someone can be a poor software engineer and not have any red flags. This has been something I find myself musing over every now and

• ipnon 6y ago
  In a business, you are either don't hire them in the beginning or fire them in the end. Not everyone should be a software engineer (where would the users come from?). A large labor market organizes people into better jobs when they are passed over for or fired from a position.
  • tchaffee 6y ago
    > (where would the users come from?) I'm an engineer and I use loads of software. I bet you do too.
• tchaffee 6y ago
  I'm curious what makes you think we are relaxing barriers to entry? The senior engineers I've hired are highly productive. And diverse. My process does not have a low barrier to entry. The goal is to use more accurate signals. Instead of hiring people who are good at talking about algorithms at a white board I want to hire good software engineers. > some people fail / lose This comes off as a condescending way of thinking about the hiring process. Even if the candidate is not qualified for the position I want to leave them feeling like I helped them a little in their career or at the very least in their interviewing skills and confidence. You can find a good fit for a role without leaving the other candidates feeling like they failed. And I think that starts to get to the crux of the problem at some companies : the process is meant to boost the ego of the interviewer. Almost every senior dev has a few stories about how the interviewer just wanted to feel superior. We can do far better than that.