To DHH and team: thank you for using reasonableness and sanity in your hiring practices. Wish this was more the norm, but indeed it seems to be the exception.

To DHH and team: thank you for using reasonableness and sanity in your hiring practices. Wish this was more the norm, but indeed it seems to be the exception. Trying to evaluate programmatic skills is surely a challenge, but I've found a method that seems to work very well -- simple walkthroughs. I'll do at least two walkthroughs of code, asking a candidate to explain to me what's happening using two different artifacts: * Some code they've written that solves some problem * Some code we've written that solved some problem This has proven to be quite effective in rooting out those who look great on paper and talk a great game, but fall apart when put into action. On the flip side, I've yet to find someone who could explain their code in sufficient detail that then proved incapable once in the job.