I work for Steve right now and I've worked at several different companies and in several different industries and our hiring practices are far better than what

I work for Steve right now and I've worked at several different companies and in several different industries and our hiring practices are far better than what I've experienced in other companies. Are there ways in which I think the process could be better, yeah of course. Judging by what you have on this page, http://www.matasano.com/careers/ http://www.matasano.com/careers/ , the rigor of process is not terribly different what you guys do. Where there are differences is that we de-emphasize lots of phone/distance stuff and emphasize on-site stuff. If we think people have the technical chops, we're more than happy to have them come in and pay them to work with us for 1-2 weeks. However now that we have an open-source framework available out in the wild now, we're moving in the direction of judging people on what they build and do with our code, so that we don't have to rely on people spending as much time with us, because that's hard to do when you already have a full-time job. Judging the hiring process at the company of a person based on a essay is naïve. There's a lot more to it that what fits on paper and what is in that essay has evolved in the past few years. I've met a lot of the people who Steve has hired at his previous company and all have been solid people I'd work with. Both Tom-Preston Warner and Chris Wanstrath worked at Powerset. Cliff Moon is brilliant as are the people who work with him at Boundary. On a side note, after reading your hiring page, I'm not looking for work, but I am curious about what resources you'd recommend to people interested in learning about pen-testing web apps and building fuzzers. Never done any of that type of stuff before, and I know nothing about it and I'm curious.