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The process I follow: 1. 30m phone screen with the hiring manager with standard interview questions and explain the process. 2a. Ask candidate for code exampl
by nzoschke 3y ago
The process I follow:
1. 30m phone screen with the hiring manager with standard interview questions and explain the process.
2a. Ask candidate for code example. If they have OSS work or personal projects we can look at that first instead of take home. Very few people take this path which is surprising.
2b. Take home GitHub exercise. Fork a repo for the person and have them read the readme and open a pull request.
3. 15m code review from hiring manager. Filter out very poor communicators or people that don’t know the language or know it at the right level.
4. Dole out PR review to a lead engineer. PR review for day to day work is extremely high priority. Fitting in a take home usually can get picked up in a day too.
Easier said than done. I’m sure all candidates that are passed on are frustrated and would like more feedback. Sometimes they ask for followups with more but I push back if I think what was given is fair already.
The hardest part to me as a hiring manager is that hiring is a winner-takes-all. If someone has a good submission but there are two more people in the pipeline what do I do?
It’s also hard to do everything perfectly and timely for a candidate given all the other priorities going on.
I hope some candidates take comfort in how the process reflects the company. If you’re unhappy with the process you get you might be unhappy working with those people.
But if you’re unemployed you might be happier employed than not…