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>Engineers can become interviewers inside of their first six months at the company I started this after 1 month at a company and it sucks. I think it makes sen

>Engineers can become interviewers inside of their first six months at the company I started this after 1 month at a company and it sucks. I think it makes sense for leads/managers to do interviews quickly after joining if they were hired to build a team, but seniors are sometimes not team leads at companies. Key reasons why this will make your new employee uncomfortable: - They probably don't know the company very well. You're intentionally choosing someone who doesn't know the company to represent the company. That's going to make them uncomfortable and it appears to be a bad decision on the company's part - If you hired someone primarily for coding, you're throwing interviews in along with learning the code base and company and other teams - If you didn't tell them they'd be interviewing soon after joining (they didn't tell me), your company appears deceptive

_odey 5y ago
At a previous employer I had people that we just hire be our +1 and shadow the interview process, if they wanted to of course. They really appreciated this since it showed them that there was no hidden conspiracy in the process, we were giving everbody that applied the same opportunities to be accepted, and we showed then that throughout the process we were actually trying to find a fit for a person within the company instead of trying to find reasons to reject them. This also gave the new candidate the chance to aks the new hire questions related to their own interview process and first impressions in the company and eased the tension a bit. If they wanted to carry on and participate in interviewing the next session we would let them lead the challenge, with me shadowing, to gain confidence and experience, and later on, if they still wanted to carry on, they would be fully qualified to do interviews just like other members of their team (unless of course they really weren't capable, but that never happened). So I would say the approach really matters when discussing things like this. For us it was a positive.

_odey 5y ago

At a previous employer I had people that we just hire be our +1 and shadow the interview process, if they wanted to of course. They really appreciated this since it showed them that there was no hidden conspiracy in the process, we were giving everbody that applied the same opportunities to be accepted, and we showed then that throughout the process we were actually trying to find a fit for a person within the company instead of trying to find reasons to reject them. This also gave the new candidate the chance to aks the new hire questions related to their own interview process and first impressions in the company and eased the tension a bit. If they wanted to carry on and participate in interviewing the next session we would let them lead the challenge, with me shadowing, to gain confidence and experience, and later on, if they still wanted to carry on, they would be fully qualified to do interviews just like other members of their team (unless of course they really weren't capable, but that never happened). So I would say the approach really matters when discussing things like this. For us it was a positive.