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We hired Soham. I can tell you it's because he's actually a very skilled engineer. He will blow the interviews completely out of the water. Easily top 1% or to

We hired Soham. I can tell you it's because he's actually a very skilled engineer. He will blow the interviews completely out of the water. Easily top 1% or top 0.1% of candidates -- other startups will tell you this as well. The problem is when the job (or work-trial in our case) actually starts, it's just excuses upon excuses as to why he's missing a meeting, or why the PR was pushed late. The excuses become more ridiculous and unbelievable, up until it's obvious he's just lying. Other people in this thread are incorrect, it's not a dev. shop. I worked with Soham in-person for 2 days during the work-trial process, he's good. He left half of each day with some excuse about meeting a lawyer.

Aurornis 1y ago
> The problem is when the job (or work-trial in our case) actually starts, it's just excuses upon excuses as to why he's missing a meeting, or why the PR was pushed late. The excuses become more ridiculous and unbelievable, up until it's obvious he's just lying. I worked with an overemployed person (not Soham). It was exactly like this. Started out great. They could do good work when they knew they were in focus. Then they started pushing deliverables out farther and farther until it was obvious they weren't trying. Meetings were always getting rescheduled with an array of excuses. Lots of sad stories about family members having tragedies over and over again. It wears everyone down. Team mates figure it out first. Management loses patience. Worst part is that one person exhausts the entire department's trust. Remote work gets scrutinized more. Remote employees are tracked more closely. It does a lot of damage to remote work. > Other people in this thread are incorrect, it's not a dev. shop. I worked with Soham in-person for 2 days during the work-trial process, he's good. I doubt it's a dev shop because the dev shops use rotating stand-ins to collect the paychecks, not the same identity at every job. This guy wanted paychecks sent directly to him. However, I wouldn't be surprised if he tried to hire other devs to outsource some of his workload while he remained the interaction point with the company. > He left half of each day with some excuse about meeting a lawyer. Wild to be cutting work trial days in half to do other jobs. Although I think he was also testing companies to see who was lenient enough to let him get away with all of this.
- gyomu 1y ago
  > However, I wouldn't be surprised if he tried to hire other devs to outsource some of his workload while he remained the interaction point with the company. What a silly waste of his time and reputation (in addition to other people's). If he's that competent, he could hire/mentor juniors and just use his skills to run a contracting business and keep making big bucks while not having to lie all the time?
  - Aurornis 1y ago
    > If he's that competent, he could hire/mentor juniors and just use his skills to run a contracting business and keep making big bucks while not having to lie all the time? I've worked with several small contracting businesses, including some that came highly recommended. They were all very inefficient relative to having someone in-house. They also came with the problem that institutional knowledge was non-existent because they had a rotating crew of people working for you. Hiring someone in-house is more efficient and better for building institutional knowledge. The companies he applied for specifically did not want to contract the work out to a body shop.
    - dzhiurgis 1y ago
      You just described why consulting makes big bucks
    - aleph_minus_one 1y ago
      > Hiring someone in-house is more efficient and better for building institutional knowledge. Then make it part of the contracting deal that the contractors have to give the in-house people sufficient training about the code/project that they worked on.
    - jokethrowaway 1y ago
      That's what happens when you hire bad contractors. There are so many bad contractors and selection bar for contractors is much lower compared to employees. If you keep your standards high when hiring contractors you'll get the same level of quality you have with employees. Contractor agencies are also pretty happy to have long lasting clients (I have been with my current clients respectively for: 4 years, 3 years, 1 years and 1 month).
snthpy 1y ago
Do employment contracts in the US not normally have "sole focus" clauses? We have those in my location.
- gk1 1y ago
  I don’t think so. Or at most it talks about “reasonable effort” or something vague like that. /someone who discovered an over-employed person on his team and wondered the same thing
  - snthpy 1y ago
    Fascinating. My locality is usually kinda lax but it's something that we have. I would have thought that with the litigious culture in the US and non-competes etc... this would all be watertight. Seems kinda ridiculous that with a non-compete you can't work for a competitor once you've quit but you're free to do so while you still work for your employer, lol.
- FootballBat 1y ago
  Employment contracts in the US are rare.
  - dragonwriter 1y ago
    Employment contracts that are reduced to a single explicit written agreement are relatively rare in the US, most employment contracts are implied by conduct.
    - snthpy 1y ago
      Wow, that's interesting. I didn't know that.
      - dragonwriter 1y ago
        A lot of people think of "contract" as specifically a written document, but that's not what a "contract" is in law, the written document (if it exists) can be very powerful evidence that (1) there is a contract, and (2) what its terms are, but contracts exist without them. While US employment is usually at will without a defined contract term, there are mutually enforceable obligations, including some definition of what the employee is obligated to do for the employer and that the employer is obligated to pay the employee at some specified rate assuming the employee's obligations are met. That's a contract. Exactly what the detailed terms are may be difficult to prove absent a single comprehensive written document, but it is a contract.
roll20 1y ago
did you notice any hints of him cheating on the interview with LLMs? If he's actually that good for real, I'm surprised why he won't want to do it legit, he'd go way further than scamming people
- dragonwriter 1y ago
  > If he's actually that good for real, I'm surprised why he won't want to do it legit, he'd go way further than scamming people If you can get and hold dozens of concurrent full-time engineering jobs by scamming people, you can get much further much more quickly than is possible in any one of the full-time engineering jobs you can get. This is obviously unethical, relies on non-guaranteed success, and falls apart if people are able to effectively claw back your gains from scamming, but that's not (obviously) enough to outweigh the desire for quick returns for some people.
  - dzhiurgis 1y ago
    > effectively claw back your gains from scamming Do you really think several busy startups are going to band up and sue a person (esp in California)?
anon_2222 1y ago
we interviewed him and passed. he was horrible. it blows my mind seeing these reports of him crushing interviews and being a great dev. the bar for programmers is woefully low. on second thought there's got to be more to this story because he came to us through a recruiter who talked him up big time. did he come to you through a recruiter too? if so then either the recruiter is in on it or he has an army of different recruiters getting him in front of yc people. also you say you worked with him in person but other reports say he was in india. something not adding up here. i can verify my story by giving you the Nth character of the quirky email address he uses. can you do the same?
- anukin 1y ago
  It’s probably because the interview process relied heavily on leetcode questions. If it did, one can effectively prepare for that and only that and can be overemployed.
  - koakuma-chan 1y ago
    Is it still common to ask leetcode questions during interview?
    - Sevii 1y ago
      Leetcode questions are still the primary way to test skill in interviews.
      - throwaway173738 1y ago
        Where? I have candidates solve a real closed-ended problem in the space we’re working in. I also give them a lot of source code to read and respond to and find issues with.
        johanyc 1y ago
        most medium to large size companies
NameForComment 1y ago
> I can tell you it's because he's actually a very skilled engineer. He will blow the interviews completely out of the water. Easily top 1% or top 0.1% of candidates -- other startups will tell you this as well. It is hilarious that companies that hired a guy who was scamming them are also convinced they are great at assessing the skill level of devs.
- Aurornis 1y ago
  Being a good developer and being a scammer are completely uncorrelated variables. Someone can be a good developer and also be a scammer. I don't understand why you think this is hilarious or weird.
  - conartist6 1y ago
    It's hilarious because companies use such scammable ways to define who is "top 0.1%" Also there's a ton amazing engs out there who want and need work but the companies all only want that one "perfect" guy (or gal), as if such a thing exists
    - sfn42 1y ago
      I've seen a lot more employed shitty devs than I've seen unemployed amazing devs. In fact I don't know a single competent developer who has trouble getting work. This is in Norway, maybe it's different elsewhere.
      - aleph_minus_one 1y ago
        My observation of the situation in Germany is different: I know quite some quite skilled developers who have/had quite some trouble getting jobs. The other hand, the bad developers (impostors) who easily found jobs were typically sycophants. On the other hand, many highly skilled developers were rather more stubborn (they can't stand bullshit), very honest, and not "corporate politicians".
      - Spooky23 1y ago
mpeg 1y ago
I don't doubt he's in the 1% or 0.1% of candidates you're interviewing, but there is one very simple solution startups could apply to make it easier to find top talent -> remove "US ONLY" from their job listings.
- sorcerer-mar 1y ago
  You might not be aware, but hiring outside of the country causes a whole slew of other points of friction and complexity. It actually isn't "one very simple solution" in practice, which is why many startups don't do it.
  - mpeg 1y ago
    I have done it as a hiring manager, it's really not that hard. 1. You can use an employer of record service which costs a few hundred bucks a month – it seems like a lot... but if I'm already paying a recruiter £12 to £25k to find me a senior data engineer in London on £80 to 120k that is going to want to WFH 3/4 days a week, I will gladly pay £400/mo for an EOR service 2. You can also not hire them, and use their services as independent contractors instead. I've never had an issue doing this with my finance teams, as long as the contractor submits a valid invoice they don't care who they are. Plus, it's good for cashflow (net 30 to net 90 is pretty standard) and the hire gets a nice tax save on their end. I do understand that at large companies it can be tricky, but IMHO at startups there is little excuse. I suppose it all doesn't matter if you're playing with unlimited silicon valley VC money, I've only ever had to deal with european investors and they love a bit of smart frugality.
    - sorcerer-mar 1y ago
      Oh so you’re not American but you’re explaining how obvious it is that American companies should hire outside of America I agree if I had the UK talent pool domestically, European investors, a different health insurance regime, and existed in a different timezone, the calculus might be different. Aside: how many people were at the company where you were paying recruiters $25k to find people?
- 1y ago
aristofun 1y ago
> he's actually a very skilled engineer By that you mean more like "he is top 0.1% at leetcode and whatever broken hiring process we have" ? Why would really top 0.1% engineer go for all the hustle with small startups. If he could score a single job at some overfunded AI company and get even more with less risks? This doesn't add up at all, sorry.
- aleph_minus_one 1y ago
  > If he could score a single job at some overfunded AI company and get even more with less risks? There is a high risk that the AI bubble will collapse.
ivape 1y ago
Well. Was George Santos an anomaly or proving of a hypothesis? If the hypothesis were structured like so: If we have a pile of shit, surely shit eaters will be attracted to it In which case George Santos is just a very testable hypothesis (it's like watching a 5 year old walk up to a cookie jar when the adults are gone). Congress attracts a certain type. What did you attract and why is an unavoidable question. In fact, it's scientific. You would think tech people would recognize the locust of non technical people entering the industry as some kind of an indicator, some measurable thing ... We need to run more formal scientific experiments to document what happened in this industry.
moralestapia 1y ago
Source: anonymous account created one day ago. k
aprdm 1y ago
> Easily top 1% or top 0.1% of candidates How do you measure that ? It seems like he wasn't a good candidate after all. I hope y`all learn a lesson about hiring and moving away from things that aren't signal to a job.
deleted 1y ago
[deleted]
wanderlust123 1y ago
What was your interview process like? I think that would be helpful information in helping design a better vetting procedure to avoid this in the future.
AndrewKemendo 1y ago
This is what we call a hustler. Sometimes it works sometimes it doesn’t, but keeping the myth going even if it comes with bad stories is valuable.
burnt-resistor 1y ago
Like a cheater and a jerk. Doesn't matter how talented someone is, if they're too arrogant, then the no *sshole rule means they must adapt to expectations or find somewhere else. If they're so talented, then they should probably work on their own thing.
msgodel 1y ago
I'm worried people are going to start going after burnt out employees thinking they're over employed because it looks the same from the outside and there's no way to prove a negative. I don't think anyone has the morals or trust anymore for the way we used to do corporate work.
sugarpimpdorsey 1y ago
> I can tell you it's because he's actually a very skilled engineer. > Easily top 1% or top 0.1% of candidates -- other startups will tell you this as well. People who regularly don't show up for work are by definition not "top 1% or top 0.1% of candidates" - in fact quite the opposite. That'll get you fired from PetSmart, let alone some bullshit $250k/yr software job. I think startups' freewheeling management and hiring practices need examined because this would be caught by the most basic of background or reference checks at any traditional business. Can't wait for Paul Graham's next essay on "How to Not Hire People Who Smoke Crack In the Toilets Instead of Showing Up for Work" for more informative life lessons.
- swores 1y ago
  You're replying to a quote about where their skill falls compared to others, and then saying it's wrong based on their contribution to the company. You're not wrong that it means they aren't top 1% in terms of value as an employee, but it's a separate topic to the quote you're replying to.
- pluto_modadic 1y ago
  A disinterested Richard Feynman is a better physicist than a very interested highschooler. Skill and value extraction are not the same thing.
horns4lyfe 1y ago
This field would be so much better off good engineering meant being good at following through on projects instead of being good at gaming interviews.
Gillinghammer 1y ago
[dead]
ioncannon 1y ago
Do companies not call references or former places of employment anymore? I am surprised he kept the scam so long when these jobs could've just called his previous work who'd tell them a story like you said.
DWBH 1y ago
Maybe Earth could stop policing entire populations (a very profitable enterprise) of various ecosystems and return to policing the small percentage of the population that abuses the ecosystem for their own selfish gain? Generally, a small percentage of any population abuses the ecosystem and creates restrictions for the population as a whole. Fix THAT problem, and you solve a myriad of other related problems for entire populations. Character questions are forbidden in the USA as they might lead to 'discrimination.' But 'discrimination' is where one discerns a preference between something desirable and something undesirable? Historically the abuse of 'discrimination' created the legal restrictions that foster this situation where a candidate's character cannot be assessed accurately. Soham proves that the people doing the interviewing are less discerning than they believe themselves to be. Good character seldom is discerned during an interview. Also 'good' character relative; what 'Christians' or 'Westerners' consider to be good character is different from what other cultures accept or tolerate. In summary, caveat emptor.

Aurornis 1y ago

> The problem is when the job (or work-trial in our case) actually starts, it's just excuses upon excuses as to why he's missing a meeting, or why the PR was pushed late. The excuses become more ridiculous and unbelievable, up until it's obvious he's just lying. I worked with an overemployed person (not Soham). It was exactly like this. Started out great. They could do good work when they knew they were in focus. Then they started pushing deliverables out farther and farther until it was obvious they weren't trying. Meetings were always getting rescheduled with an array of excuses. Lots of sad stories about family members having tragedies over and over again. It wears everyone down. Team mates figure it out first. Management loses patience. Worst part is that one person exhausts the entire department's trust. Remote work gets scrutinized more. Remote employees are tracked more closely. It does a lot of damage to remote work. > Other people in this thread are incorrect, it's not a dev. shop. I worked with Soham in-person for 2 days during the work-trial process, he's good. I doubt it's a dev shop because the dev shops use rotating stand-ins to collect the paychecks, not the same identity at every job. This guy wanted paychecks sent directly to him. However, I wouldn't be surprised if he tried to hire other devs to outsource some of his workload while he remained the interaction point with the company. > He left half of each day with some excuse about meeting a lawyer. Wild to be cutting work trial days in half to do other jobs. Although I think he was also testing companies to see who was lenient enough to let him get away with all of this.

gyomu 1y ago
> However, I wouldn't be surprised if he tried to hire other devs to outsource some of his workload while he remained the interaction point with the company. What a silly waste of his time and reputation (in addition to other people's). If he's that competent, he could hire/mentor juniors and just use his skills to run a contracting business and keep making big bucks while not having to lie all the time?
- Aurornis 1y ago
  > If he's that competent, he could hire/mentor juniors and just use his skills to run a contracting business and keep making big bucks while not having to lie all the time? I've worked with several small contracting businesses, including some that came highly recommended. They were all very inefficient relative to having someone in-house. They also came with the problem that institutional knowledge was non-existent because they had a rotating crew of people working for you. Hiring someone in-house is more efficient and better for building institutional knowledge. The companies he applied for specifically did not want to contract the work out to a body shop.
  - dzhiurgis 1y ago
    You just described why consulting makes big bucks
  - aleph_minus_one 1y ago
    > Hiring someone in-house is more efficient and better for building institutional knowledge. Then make it part of the contracting deal that the contractors have to give the in-house people sufficient training about the code/project that they worked on.
  - jokethrowaway 1y ago
    That's what happens when you hire bad contractors. There are so many bad contractors and selection bar for contractors is much lower compared to employees. If you keep your standards high when hiring contractors you'll get the same level of quality you have with employees. Contractor agencies are also pretty happy to have long lasting clients (I have been with my current clients respectively for: 4 years, 3 years, 1 years and 1 month).

snthpy 1y ago

Do employment contracts in the US not normally have "sole focus" clauses? We have those in my location.

gk1 1y ago
I don’t think so. Or at most it talks about “reasonable effort” or something vague like that. /someone who discovered an over-employed person on his team and wondered the same thing
- snthpy 1y ago
  Fascinating. My locality is usually kinda lax but it's something that we have. I would have thought that with the litigious culture in the US and non-competes etc... this would all be watertight. Seems kinda ridiculous that with a non-compete you can't work for a competitor once you've quit but you're free to do so while you still work for your employer, lol.
FootballBat 1y ago
Employment contracts in the US are rare.
- dragonwriter 1y ago
  Employment contracts that are reduced to a single explicit written agreement are relatively rare in the US, most employment contracts are implied by conduct.
  - snthpy 1y ago
    Wow, that's interesting. I didn't know that.
    - dragonwriter 1y ago
      A lot of people think of "contract" as specifically a written document, but that's not what a "contract" is in law, the written document (if it exists) can be very powerful evidence that (1) there is a contract, and (2) what its terms are, but contracts exist without them. While US employment is usually at will without a defined contract term, there are mutually enforceable obligations, including some definition of what the employee is obligated to do for the employer and that the employer is obligated to pay the employee at some specified rate assuming the employee's obligations are met. That's a contract. Exactly what the detailed terms are may be difficult to prove absent a single comprehensive written document, but it is a contract.

roll20 1y ago

did you notice any hints of him cheating on the interview with LLMs? If he's actually that good for real, I'm surprised why he won't want to do it legit, he'd go way further than scamming people

dragonwriter 1y ago
> If he's actually that good for real, I'm surprised why he won't want to do it legit, he'd go way further than scamming people If you can get and hold dozens of concurrent full-time engineering jobs by scamming people, you can get much further much more quickly than is possible in any one of the full-time engineering jobs you can get. This is obviously unethical, relies on non-guaranteed success, and falls apart if people are able to effectively claw back your gains from scamming, but that's not (obviously) enough to outweigh the desire for quick returns for some people.
- dzhiurgis 1y ago
  > effectively claw back your gains from scamming Do you really think several busy startups are going to band up and sue a person (esp in California)?

anon_2222 1y ago

we interviewed him and passed. he was horrible. it blows my mind seeing these reports of him crushing interviews and being a great dev. the bar for programmers is woefully low. on second thought there's got to be more to this story because he came to us through a recruiter who talked him up big time. did he come to you through a recruiter too? if so then either the recruiter is in on it or he has an army of different recruiters getting him in front of yc people. also you say you worked with him in person but other reports say he was in india. something not adding up here. i can verify my story by giving you the Nth character of the quirky email address he uses. can you do the same?

anukin 1y ago
It’s probably because the interview process relied heavily on leetcode questions. If it did, one can effectively prepare for that and only that and can be overemployed.
- koakuma-chan 1y ago
  Is it still common to ask leetcode questions during interview?
  - Sevii 1y ago
    Leetcode questions are still the primary way to test skill in interviews.
    - throwaway173738 1y ago
      Where? I have candidates solve a real closed-ended problem in the space we’re working in. I also give them a lot of source code to read and respond to and find issues with.
      - johanyc 1y ago
        most medium to large size companies

NameForComment 1y ago

> I can tell you it's because he's actually a very skilled engineer. He will blow the interviews completely out of the water. Easily top 1% or top 0.1% of candidates -- other startups will tell you this as well. It is hilarious that companies that hired a guy who was scamming them are also convinced they are great at assessing the skill level of devs.

Aurornis 1y ago
Being a good developer and being a scammer are completely uncorrelated variables. Someone can be a good developer and also be a scammer. I don't understand why you think this is hilarious or weird.
- conartist6 1y ago
  It's hilarious because companies use such scammable ways to define who is "top 0.1%" Also there's a ton amazing engs out there who want and need work but the companies all only want that one "perfect" guy (or gal), as if such a thing exists
  - sfn42 1y ago
    I've seen a lot more employed shitty devs than I've seen unemployed amazing devs. In fact I don't know a single competent developer who has trouble getting work. This is in Norway, maybe it's different elsewhere.
    - aleph_minus_one 1y ago
      My observation of the situation in Germany is different: I know quite some quite skilled developers who have/had quite some trouble getting jobs. The other hand, the bad developers (impostors) who easily found jobs were typically sycophants. On the other hand, many highly skilled developers were rather more stubborn (they can't stand bullshit), very honest, and not "corporate politicians".
    - Spooky23 1y ago

mpeg 1y ago

I don't doubt he's in the 1% or 0.1% of candidates you're interviewing, but there is one very simple solution startups could apply to make it easier to find top talent -> remove "US ONLY" from their job listings.

sorcerer-mar 1y ago
You might not be aware, but hiring outside of the country causes a whole slew of other points of friction and complexity. It actually isn't "one very simple solution" in practice, which is why many startups don't do it.
- mpeg 1y ago
  I have done it as a hiring manager, it's really not that hard. 1. You can use an employer of record service which costs a few hundred bucks a month – it seems like a lot... but if I'm already paying a recruiter £12 to £25k to find me a senior data engineer in London on £80 to 120k that is going to want to WFH 3/4 days a week, I will gladly pay £400/mo for an EOR service 2. You can also not hire them, and use their services as independent contractors instead. I've never had an issue doing this with my finance teams, as long as the contractor submits a valid invoice they don't care who they are. Plus, it's good for cashflow (net 30 to net 90 is pretty standard) and the hire gets a nice tax save on their end. I do understand that at large companies it can be tricky, but IMHO at startups there is little excuse. I suppose it all doesn't matter if you're playing with unlimited silicon valley VC money, I've only ever had to deal with european investors and they love a bit of smart frugality.
  - sorcerer-mar 1y ago
    Oh so you’re not American but you’re explaining how obvious it is that American companies should hire outside of America I agree if I had the UK talent pool domestically, European investors, a different health insurance regime, and existed in a different timezone, the calculus might be different. Aside: how many people were at the company where you were paying recruiters $25k to find people?
1y ago

aristofun 1y ago

> he's actually a very skilled engineer By that you mean more like "he is top 0.1% at leetcode and whatever broken hiring process we have" ? Why would really top 0.1% engineer go for all the hustle with small startups. If he could score a single job at some overfunded AI company and get even more with less risks? This doesn't add up at all, sorry.

aleph_minus_one 1y ago
> If he could score a single job at some overfunded AI company and get even more with less risks? There is a high risk that the AI bubble will collapse.

ivape 1y ago

Well. Was George Santos an anomaly or proving of a hypothesis? If the hypothesis were structured like so: If we have a pile of shit, surely shit eaters will be attracted to it In which case George Santos is just a very testable hypothesis (it's like watching a 5 year old walk up to a cookie jar when the adults are gone). Congress attracts a certain type. What did you attract and why is an unavoidable question. In fact, it's scientific. You would think tech people would recognize the locust of non technical people entering the industry as some kind of an indicator, some measurable thing ... We need to run more formal scientific experiments to document what happened in this industry.

moralestapia 1y ago

Source: anonymous account created one day ago. k

aprdm 1y ago

> Easily top 1% or top 0.1% of candidates How do you measure that ? It seems like he wasn't a good candidate after all. I hope y`all learn a lesson about hiring and moving away from things that aren't signal to a job.

deleted 1y ago

[deleted]

wanderlust123 1y ago

What was your interview process like? I think that would be helpful information in helping design a better vetting procedure to avoid this in the future.

AndrewKemendo 1y ago

This is what we call a hustler. Sometimes it works sometimes it doesn’t, but keeping the myth going even if it comes with bad stories is valuable.

burnt-resistor 1y ago

Like a cheater and a jerk. Doesn't matter how talented someone is, if they're too arrogant, then the no *sshole rule means they must adapt to expectations or find somewhere else. If they're so talented, then they should probably work on their own thing.

msgodel 1y ago

I'm worried people are going to start going after burnt out employees thinking they're over employed because it looks the same from the outside and there's no way to prove a negative. I don't think anyone has the morals or trust anymore for the way we used to do corporate work.

sugarpimpdorsey 1y ago

> I can tell you it's because he's actually a very skilled engineer. > Easily top 1% or top 0.1% of candidates -- other startups will tell you this as well. People who regularly don't show up for work are by definition not "top 1% or top 0.1% of candidates" - in fact quite the opposite. That'll get you fired from PetSmart, let alone some bullshit $250k/yr software job. I think startups' freewheeling management and hiring practices need examined because this would be caught by the most basic of background or reference checks at any traditional business. Can't wait for Paul Graham's next essay on "How to Not Hire People Who Smoke Crack In the Toilets Instead of Showing Up for Work" for more informative life lessons.

swores 1y ago
You're replying to a quote about where their skill falls compared to others, and then saying it's wrong based on their contribution to the company. You're not wrong that it means they aren't top 1% in terms of value as an employee, but it's a separate topic to the quote you're replying to.
pluto_modadic 1y ago
A disinterested Richard Feynman is a better physicist than a very interested highschooler. Skill and value extraction are not the same thing.

horns4lyfe 1y ago

This field would be so much better off good engineering meant being good at following through on projects instead of being good at gaming interviews.

Gillinghammer 1y ago

[dead]

ioncannon 1y ago

Do companies not call references or former places of employment anymore? I am surprised he kept the scam so long when these jobs could've just called his previous work who'd tell them a story like you said.

DWBH 1y ago

Maybe Earth could stop policing entire populations (a very profitable enterprise) of various ecosystems and return to policing the small percentage of the population that abuses the ecosystem for their own selfish gain? Generally, a small percentage of any population abuses the ecosystem and creates restrictions for the population as a whole. Fix THAT problem, and you solve a myriad of other related problems for entire populations. Character questions are forbidden in the USA as they might lead to 'discrimination.' But 'discrimination' is where one discerns a preference between something desirable and something undesirable? Historically the abuse of 'discrimination' created the legal restrictions that foster this situation where a candidate's character cannot be assessed accurately. Soham proves that the people doing the interviewing are less discerning than they believe themselves to be. Good character seldom is discerned during an interview. Also 'good' character relative; what 'Christians' or 'Westerners' consider to be good character is different from what other cultures accept or tolerate. In summary, caveat emptor.