The traditional recruiting/hiring pipeline in the software industry is clearly non-ideal. The current tradition favors superstitious meta indicators & ritual ov

The traditional recruiting/hiring pipeline in the software industry is clearly non-ideal. The current tradition favors superstitious meta indicators & ritual over realism, it often features under-qualified or too-young interviewers asking/doing stupid/irrelevant things, it favors unpaid unilaterally-imposed work and bureaucratic hoop-jumping (and mindless paperwork and not-work-related personal snooping), over professionally compensated mutual reciprocity, and, to make it even worse, it's biased to reaching false rejections (because they are so afraid of regrettable hires). Let's do the opposite of all these things! I've recently started writing down an attempt at providing a better replacement I hope to begin following and enforcing 100% without exception going forward. My own system has similarities to what the OA advocated. I call mine RYR, which stands for "Realistic, Yes-Finding and Reciprocal."