5 ms·
This is technically not a "bad" measure of performance, but the real danger is the word "competence." Imagine I am hiring two candidates, one has log(n) (level
by gavanwoolery 14y ago
This is technically not a "bad" measure of performance, but the real danger is the word "competence." Imagine I am hiring two candidates, one has log(n) (level 3) competence across these charts, while the other has very mediocre/poor competence. What if I am working on an application is not performance-critical? What if the "incompetent" guy/girl works twice as fast, because he does not worry about crafting coding-works-of-art? What if the "incompetent" guy is three times cheaper to hire, and eager to prove him/herself, thus putting in extra hours voluntarily? What if I am hiring for a problem with a very specific domain, and expertise is required in only one area?
- politician 14y agoA score according to this chart is not the only metric by which people are hired, but it is a useful metric which is often difficult to assay.
- bmohlenhoff 14y agoYou don't need a wizard for every task. There's nothing wrong with taking someone from the left side of the matrix. You just have to consider what they'll be working on and what resources are available to them (ie. mentors, etc.) Hiring decisions are comprised of tradeoffs, just like everything else in engineering.