Appreciate the response, and I'm glad you have a team of experienced teammates. This industry struggles with ageism so it's nice to hear when that cycle is brok

Appreciate the response, and I'm glad you have a team of experienced teammates. This industry struggles with ageism so it's nice to hear when that cycle is broken. As you can tell I take a dim view of most of our industry practices around hiring and it's one of those things that can rile me up. I think the vast majority of interview structures are heavily weighted toward favoring fresh grads (more time to dedicate to prep, fresher knowledge of the type of rote CS stuff that you learn in college but rarely used in industry, more willingness to put up with onerous interview requirements). I think it's likely because less experienced employees tend to be easier for companies to exploit, and so companies allow it to continue by feeding into my above-mentioned theory of hazing. Interview practices like we have impact people in negative ways small and large, yet I have seen no evidence that they produce better results than more humane methods. I hope that as Oxide grows and succeeds (and I do wish y'all the best!) that you're able to either streamline your interview process to be more accessible and/or offer alternate paths.