> If I could reliably convince myself that someone scored strong in these four areas, and had rudimentary programming aptitude we could just skip the rest of th

> If I could reliably convince myself that someone scored strong in these four areas, and had rudimentary programming aptitude we could just skip the rest of these “hiring/new employee” diatribes. The best way I've found to identify these people is to look for people in existing jobs which require such skills, who now want to move into development. That can be any field where there's similar personal demands to achieve a high level of skill, whether that's technical-related (civil engineer) or not (cook, musician, sport). These people are also often overlooked by traditional hiring processes so if you can get a process in place to find them, it's a huge competitive advantage when you can't offer FAANG salaries or on-site barbers.