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The Guerrilla Guide to Interviewing (2006)
- alxndr 14y agoInteresting photo choices.
- cdr 14y agoI take it you're not familiar with the blog - Joel always used random photographs he'd taken, for no other reason than to break up the text and make it more readable. I think he wrote about it once.
- lsiebert 14y agoI think this article treats skill as something immutable. I'll say this once... if people are hiring you only for what you currently know how to do perfectly, both of you (employee and employeer) are going to be unhappy at some point. You should have a skill floor. Skill is a scaffold that you definitely need to hang things on. But skill needs to be balanced against traits like grit/drive, learning ability, assertiveness/ability self start, and culture fit, and (they talk about this a little, but it's unclear if it's merely a way to talk about assertiveness) leadership qualities. This kind of article makes me itch to do research on the subject. It's good to know that it works for the author, but it's not clear whether they have merely found a local maximum, whether all the elements they suggest are helpful or some are handicaps. I'd also note that an interview as described here is a different animal than actually working. I think there is something to be said for at the very least remembering and considering those differences, since interview skills have overlap with, but do not necessarily map to, the ability to do the job well.
- logn 14y agoI think he's arguing for what you want. Strong, general programming skills paired with intelligence and productivity. If you're new to Joel's blog, he's brilliant and worth reading (and by this point an old-hat at giving advice on running companies better).
- lsiebert 14y agoI'll check more of his blog out, but his suggestion that you only hire superstars rubbed me the wrong way, for whatever reason. I don't think companies should be only hiring superstars. They should be hiring some superstars, the best people they can find, especially for the keystone positions in the company. But they should also be hiring people with the potential to be superstars with the right training and mentoring. training and promoting the best from within is too often ignored in favor of enticing people away from other companies. In any case, I believe the article does have a lot to recommend it, especially once you get past the first parts and into the specifics.
- yanilkr 14y agoThere is a new skillset called "Interview Engineering". 4 years of computersciece/ real world experience may not get you a job but a month long "Interview Engineering" research will crack a process like this. Good Engineers/Tech leaders develop an intuition for things based on products, programming, process and people. Most of the time coming up with a good interview plan for a particular team makes a lot of sense. Not everyone who reads this blog should interview. Interviewing needs a level of maturity as an engineer.
- jonchris 14y agohttp://hashfold.com/techfold/amazing-web-page-architecture-measuring-the-thickness-of-the-web-pages/ http://hashfold.com/techfold/amazing-web-page-architecture-m...