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I'm delighted to see further advocacy for code reviews in a hiring process. As a software engineering manager, dir of eng, and CTO in 3 companies I replaced tak
by DanielKehoe 3y ago
I'm delighted to see further advocacy for code reviews in a hiring process. As a software engineering manager, dir of eng, and CTO in 3 companies I replaced take-home tests with one hour code reviews. The process gave me everything I needed to evaluate and hire great people and everyone was happier. I explained to candidates (and my team) that I see software engineering as primarily a social practice. If I hire engineers for excellence in code reviews it means they are technically skilled and also a good fit for a collaborative team.
I created a GitHub organization just for the hiring process with a template repo that was published as a code review repo for each candidate. I feel there's benefit in using GitHub for the code review exercise because it's what we use on the job. But I'd like to try this dedicated tool as well. It's a worthwhile project. Thanks!
- sorokod 3y ago> I see software engineering as primarily a social practice. Yes! I would say that the ability to collaborate well is absolutely necessary (but not sufficient).
- CharlieDigital 3y agoThere's a great talk by Margaret Heffernan where she brings up the term "social capital"[0]. In my own experience working in overperforming small startups, I've always found that this layer of trust can accelerate and multiply the output of small teams that have a tight understanding of how each member's contribution can be maximized. The social and collaborative aspect of software engineering is indeed highly underrated. [0] https://ideas.ted.com/the-secret-ingredient-that-makes-some-teams-better-than-others/ https://ideas.ted.com/the-secret-ingredient-that-makes-some-...
- paulddraper 3y agoCould you expand on what are the common differentiating points that candidates succeed/fail at?