3 ms·

As a hiring manager and someone who has designed interview processes, I probably wouldn't use this product, but in fairness to Litebulb I wouldn't use any overl

by madrox 5y ago

As a hiring manager and someone who has designed interview processes, I probably wouldn't use this product, but in fairness to Litebulb I wouldn't use any overly structured code assessment tool in interviews. You'll likely find people willing to give you a shot, but I think you'll discover over time that your data-driven customers conclude your product doesn't give better overall signal on a candidate long term. The coding aspect of an interview is already a very minor part of overall feedback...especially for more senior positions. Something I would use is a tool to rethink and manage the virtual onsite experience. Virtual onsites are awful and rooted in legacy thinking. The people designing them likely never experienced it from the candidate's perspective. Why is it usually done in a single, long day? Why aren't interview transcripts a thing? Why does it all have to be done synchronously? These are just some of the top of mind questions that come up when looking at the hiring process these days.

garyjlin 5y ago
That's perfectly fair, in fact I don't even recommend using Litebulb for senior positions. The problem for senior openings is always going to be sourcing (there's just not that many good engineers to begin with that meet that bar). We've found that there's no discernible difference between the code of strong intermediates and seniors anyways. For seniors, you're looking for qualities like ability to mentor, to give direction, to architect, to produce specs given vague client demands, etc. I do however think there is a non-negligible boost in signal accuracy for intern and junior candidates for the first 6 months. Predicting long term growth comes down to things like work ethic, willingness to learn/grow, and resourcefulness, but immediate production-readiness is an important attribute for many companies, especially earlier stage. These virtual interviewing pain points all make sense, and if I'm not mistaken, https://www.dover.com https://www.dover.com might have solutions to some of these. Full disclaimer, they are a client of ours.

by madrox 5y ago

garyjlin 5y ago

That's perfectly fair, in fact I don't even recommend using Litebulb for senior positions. The problem for senior openings is always going to be sourcing (there's just not that many good engineers to begin with that meet that bar). We've found that there's no discernible difference between the code of strong intermediates and seniors anyways. For seniors, you're looking for qualities like ability to mentor, to give direction, to architect, to produce specs given vague client demands, etc. I do however think there is a non-negligible boost in signal accuracy for intern and junior candidates for the first 6 months. Predicting long term growth comes down to things like work ethic, willingness to learn/grow, and resourcefulness, but immediate production-readiness is an important attribute for many companies, especially earlier stage. These virtual interviewing pain points all make sense, and if I'm not mistaken, https://www.dover.com https://www.dover.com might have solutions to some of these. Full disclaimer, they are a client of ours.