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Culturally, I like the emphasis on "every hire increases the average in the long run." When the project or product has the capacity, then when I hire folks I a
by tomrod 5y ago
Culturally, I like the emphasis on "every hire increases the average in the long run."
When the project or product has the capacity, then when I hire folks I am way less concerned with what they can do immediately today and more interested in what they can do after 3 to 6 months of consistent, earnest growth. If they have critical skillsets and capabilities that are crucial and needed immediately, that's a wonderful thing too, but cross-skilling and training are really needed to prevent those kinds of situations from occuring generally.
- _hcuq 5y agoDo you do leetcode tests?
- tomrod 5y agoI've done the leetcode thing. As a hiring manager, I don't find much value in homogenization of skillsets that comes from dedicating time to memorizing rote answers to problems. Some amount of that skill on a team can be beneficial, but it's less effective when everyone brings that skillset to the table. The issue with leetcode is a lot like the issue of GMAT/GRE/SAT/ACT. It can be used to remove candidates from the pool, but it is a really poor indicator of general success overall. All it does is make the candidate pool a bit more manageable at the expense of people who have other skillsets. Skillsets that are selected against by leetcode are tip-of-the-spear adopters and other innovators (broad thinkers), communication skillsets, and often UX understanding/projection. As an employer, I have used Hackerrank for a specific skillset and role we needed (deep SQL experience), but that is the only type of testing we used for selection processing.