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C'mon, you really think you can assess whether you would want to hang out with somebody from a couple of short, isolated interactions? Most of my good friends o
by dkrich 15y ago
C'mon, you really think you can assess whether you would want to hang out with somebody from a couple of short, isolated interactions? Most of my good friends only became so after extended periods of time and learning the nuances of each others' behavior, strengths, and weaknesses. In many cases, I realized that many people whom I thought were huge tools were extremely smart and fun to hang out with, but just had unique personalities.
Now there are times you meet somebody and they are a complete turnoff from the beginning, but I don't think there is anything unique to Stripe about not hiring those people. But in the gray area, this can't really be a major factor.
- gdb 15y agoIt's definitely not an easy problem. But it's also not easy to assess how well someone is able to solve technical problems. Recruiting is about recognizing what you find most important in employees, and then trying to find ways of measuring those properties. We'll always be imperfect and make mistakes in both personal and technical assessments, but that doesn't mean we shouldn't try.
- softbuilder 15y agoIt depends on the interview process. Most interviews are arms-length, with some code on a whiteboard. You don't learn about people that way. You only learn whether they can answer your clever little questions. You've got to create a situation where people will let down their guard a bit. Most companies will never do this because it requires effort.