StupidUser123

4 ms·

1.
by StupidUser123 5y ago
That is a fair point, thank you for commenting. Discussing how many no’s it should take to reject a candidate is a worthwhile discussion. I can override specific no’s with good reason at my company, but not all companies have that. My broad
2.
by StupidUser123 5y ago
I think we should agree to disagree. We both seem to like our own process and see major flaws with the other’s. The best solution is to work at different companies.
3.
by StupidUser123 5y ago
How does me being okay with a smaller role in the overall hiring process equate to me wanting to lord over people? I’m a hiring manager, it’s literally my job to pick people to hire. I’d rather have the opinions of my colleagues in addition
4.
by StupidUser123 5y ago
I’m not saying you’re categorically wrong, but this doesn’t match with my experience, at all. If you’re an HM and this works for you and your company, great, but the HMs responding here don’t agree. The processes you are questioning scale t
5.
by StupidUser123 5y ago
You’re asking someone to quit their job to maybe get this new job. And you won’t know for months so all your other offers are gone. So if it doesn’t work out, you’re unemployed with no prospects. Sounds terrible. I’d take 15 interviews befo
6.
by StupidUser123 5y ago
I’m a HM at a big tech company with this format as well. Honestly, I really like it. I don’t want to hire the wrong person, it’s expensive and it makes my job awful for a while. It’s great getting data points on several programming intervie