4 ms·

I mean, I have never done or assigned a take-home or standardised test and never willingly will. But at the first line, either CVs of unvouched-for engineers a

I mean, I have never done or assigned a take-home or standardised test and never willingly will. But at the first line, either CVs of unvouched-for engineers are pretty ruthlessly culled by active engineers based on "I don't think these skills are even genuine" or its done by others like HR or management based on some kind of universal system everyone takes. I don't agree with the second method, but I can see why it's done because I know people who give too much credit in the first way and waste days interviewing people for senior roles who think C# and C are "basically the same thing anyway" (that's a quote, by the way). Personally, I'd rather just not proceed to interview rather then insult everyone's intelligence with game-able and non-representative tests like leetcode. Usually you can decide if a full interview is a good idea or not out of a phone call where you ask a few unstructured technical questions that are specifically appropriate for the role and/or based on previous experience.

BiteCode_dev 3y ago
So you have one job offer, 200 candidates, 170 sucks at coding but you don't know which ones, and you have 15000 euros (including man-hours and marketings) and 3 months to figure out the right one, convince to join, negociate and sign. Oh, and your dev team is on a dead line and can spare very little time validating candidates, one is sick and you just hired an intern that needs baby sitting. What's you magical solution?
- deleted 3y ago
  [deleted]
- adhesive_wombat 3y ago
  Fun hypothetical, but where I work we don't have that many candidates for any position, so it's, so far, never been an issue. I didn't think I'd need to say that "YMMV" but in case it's not obvious, YMMV! Usually there's about a CV passed by me or others per week, an interview maybe every 8 weeks and a hire every 6-12 months. Advantages of not being in a country or industry that offers SF FAANG/MAGMA/whatever salaries, perhaps.

BiteCode_dev 3y ago

So you have one job offer, 200 candidates, 170 sucks at coding but you don't know which ones, and you have 15000 euros (including man-hours and marketings) and 3 months to figure out the right one, convince to join, negociate and sign. Oh, and your dev team is on a dead line and can spare very little time validating candidates, one is sick and you just hired an intern that needs baby sitting. What's you magical solution?

deleted 3y ago
[deleted]
adhesive_wombat 3y ago
Fun hypothetical, but where I work we don't have that many candidates for any position, so it's, so far, never been an issue. I didn't think I'd need to say that "YMMV" but in case it's not obvious, YMMV! Usually there's about a CV passed by me or others per week, an interview maybe every 8 weeks and a hire every 6-12 months. Advantages of not being in a country or industry that offers SF FAANG/MAGMA/whatever salaries, perhaps.