These kinds of articles always seem to get a lot of comments, and so many hiring processes seem to miss the mark. If the criteria that you use for engineering

These kinds of articles always seem to get a lot of comments, and so many hiring processes seem to miss the mark. If the criteria that you use for engineering hires has nearly 0 overlap with the criteria that you use for engineering promotions, then I'd assert that your company is suffering from some serious cognitive dissonance. This article describes a hiring process that is probably a lot more useful than what I've typically witnessed at the FAANG's, provided the results can be quantified.