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This doesn't seem like a very good way to hire a developer to me. Why not actually ask them direct questions to find out if they can code? Why not look at and t

This doesn't seem like a very good way to hire a developer to me. Why not actually ask them direct questions to find out if they can code? Why not look at and talk through some code they have written, or even ask them to write some code there and then discuss it? Why go through all the levels of indirection of a LinkedIn search and then sift through hearsay? Why assume that the one or two people you talk to actually know what they're talking about? You haven't even vetted the candidate, so you're going to put blind faith in the two strangers you find via LinkedIn? What if they are not very good, or have poor judgement, or what if they hate your candidate because he was really good and they weren't (or for any other irrational reason)? I'm not trying to be rude, and maybe I'm missing something brilliant here ... but I just don't see any "secret sauce" here.

jcc80 15y ago
Given he is the CEO, I think he's making many more non-technical hires such as Operations, Sales and Marketing folk. The secret sauce is that he's getting info that the candidate hasn't presented himself or hasn't cherry picked people to provide on his behalf. Of course, I have a major problem with it because it can "blow up someone's spot" as they say - alerting people you may not want to know you're on the job hunt (current employer/clients).
jleader 15y ago
Code is the output; gathering requirements, taking direction, reacting to bug reports, and various other interactions with co-workers are the inputs. If you only look at the outputs, you're not seeing the whole process. How many employers want to hire someone who writes beautifully elegant jewel-like code that doesn't meet their needs, because the developer is incompetent at the input side of the development process? Talking to people they've worked with can tell you "this candidate is incredibly abrasive and drives away their teammates (but can hide the abrasiveness for a day or so of interviews)" or "this candidate is incredibly helpful, teaching and mentoring junior members of the team, and providing insight to non-technical managers". If the two candidates code equally well, which would you want to hire?

jcc80 15y ago

Given he is the CEO, I think he's making many more non-technical hires such as Operations, Sales and Marketing folk. The secret sauce is that he's getting info that the candidate hasn't presented himself or hasn't cherry picked people to provide on his behalf. Of course, I have a major problem with it because it can "blow up someone's spot" as they say - alerting people you may not want to know you're on the job hunt (current employer/clients).

jleader 15y ago

Code is the output; gathering requirements, taking direction, reacting to bug reports, and various other interactions with co-workers are the inputs. If you only look at the outputs, you're not seeing the whole process. How many employers want to hire someone who writes beautifully elegant jewel-like code that doesn't meet their needs, because the developer is incompetent at the input side of the development process? Talking to people they've worked with can tell you "this candidate is incredibly abrasive and drives away their teammates (but can hide the abrasiveness for a day or so of interviews)" or "this candidate is incredibly helpful, teaching and mentoring junior members of the team, and providing insight to non-technical managers". If the two candidates code equally well, which would you want to hire?