ramblinjan

6 ms·

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Ask HN: What are your good, bad, and ugly refactoring experiences?
1 points by ramblinjan 10y ago|0 comments
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by ramblinjan 10y ago
A phenomenal candidate can leave pretty easily, too. But when I'm taking about not being afraid to make a "no hire" call, I'm not talking about the incredibly strong candidates. They tend to shine pretty well if you don&
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by ramblinjan 10y ago
> then be upfront about that instead of surprising candidates during a stressful interview People are rarely humble enough to actually reflect on this if they're excited about a job. > People should be aware of what they accident
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by ramblinjan 10y ago
There's also the cost of impact on a team, etc. Shameless self-plug, though, for another post I wrote about organizational process: http://ramblinjan.com/development/2016/07/05/Going-Agile-Whe... I
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by ramblinjan 10y ago
It's really really hard to come up with explicit actionable advice when a core part of your argument is that you need to do what is right for your team/company. To extend my TDD analogy, it would be like trying to write tests for
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by ramblinjan 10y ago
You've got me looking back at what I've written, because I actually agree with you on company culture (if the company's culture is a positive force). My point about technical recruiters is because they're very often tota
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by ramblinjan 10y ago
Isn't my original blog post at least a little bit of evidence that I've put a good bit of time into thinking about that? I mean, a "bad hire" with the consulting/open source shop where I did a lot of interviewing &a
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by ramblinjan 10y ago
I hate the "objective statement" (since it is almost always just filler nonsense), but a good personal statement can go a long way. It's like a good thesis statement: make a bold claim that is backed up by the evidence in the
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by ramblinjan 10y ago
I'll have to think some on this. I really was not trying to take the brutal "we only hire the best" nonsense that a lot of companies do.
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by ramblinjan 10y ago
Thanks! Definitely didn't take it as pedantic. Thanks for the reminder about the impact this could have on an audience I didn't think about. I added a small disclaimer.
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by ramblinjan 10y ago
Made a small edit based on your comment. Thanks!
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by ramblinjan 10y ago
Made a slight edit. Thanks for the feedback.
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by ramblinjan 10y ago
The title got updated by HN, I think. I'm not trying to call everything engineering (I don't actually think everything should be approached as an engineering process). My argument is that the decisions you make about culture and p
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by ramblinjan 10y ago
It depends on your definition of "perfectly acceptable." Almost every job in every industry with a hiring cycle rejects "a majority of candidates," especially when there's limited space. > These costs can easily
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by ramblinjan 10y ago
Fair point.
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by ramblinjan 10y ago
Thanks for the feedback. I'll have to give it some thought because it seems like I failed to explain this well enough (though I may just straight up be wrong about it altogether). The candidates who ended up frustrated weren't fee
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by ramblinjan 10y ago
This is a great point. When I talk about intentionally frustrating candidates, it's mostly based on a technical interview we would do that a lot of people would struggle with. It hit the critical thinking itch, I think, and some people
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by ramblinjan 10y ago
Good point. I tried to be pretty conservative so it didn't feel like I was fudging numbers to make a point about speed in earlier rounds, but I wonder if I should clarify. I'll definitely include this when I write more for an audi
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by ramblinjan 10y ago
"Colleges and employers interested in predicting the success of applicants would do better to look at a student’s grades, which measure personality traits, like grit and attention to detail, more effectively than IQ and SAT tests"
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Hiring Processes Are Also Engineering Processes(ramblinjan.com)
98 points by ramblinjan 10y ago|69 comments
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Going Agile When You Have No Authority(ramblinjan.com)
7 points by ramblinjan 10y ago|0 comments