I haven’t been able to articulate it as succinctly as you did, but this is so true and Ive used the principle to push for many hires who didn’t do so hot in the

I haven’t been able to articulate it as succinctly as you did, but this is so true and Ive used the principle to push for many hires who didn’t do so hot in their technical round. If a person is excited about technology and is familiar with translating ideas into code, that’s really all that I’m really looking for. Writing good code, understanding OS, networking etc are things that can be looked up and learned by people who are motivated to do so… there are so many resources to learn from. One caveat here is that for “senior” hires, the expectation is opposite: not that they write perfect idiomatic code, but they’re able to write solutions. I think the practice of less technical interviews for higher level seems somewhat paradoxical: you want your Software architects and Principal Engineers to be able to code with a degree of competence.