Tech hiring is broken' is broken
summary
Argues that whiteboard and live coding interviews fail and recommends structured take‑home work: send an existing codebase (cloned repo, PR flow with lint rules), give a clear product priority list, require tests and styling, and expect completion in a 4-hour window so submissions are comparable. Teams anonymize pull requests to reduce bias, measure prioritization and ramping ability, and simplify junior assignments to test only vital skills (example: React). One team keeps the same assignment for ~1–1.5 years and finds it effective.
AI-written summary · about
chapters (10)
- 0:00Intro
- 2:27What else could be improved?
- 3:46Before interviews..
- 5:44Throughout the process...
- 7:01Why do we hate the whiteboard interview?
- 12:09A better "homework" should...
- 13:38What can we learn about?
- 15:12Reducing impact of unconscious
- 16:53How can we be fair to "juniors?"
- 19:32How is code a reflection of culture?
related talks
36mCracking the hiring process
46mIncreasing Effectiveness As A Technical Candidate/Interviewer
30mInterview Them Where They Are
44mHire Better Faster Stronger
01h 03mWhy Technical Engineering Interviews Are Broken and How to Actually Make Them Better
17mDe-Coding The Technical Interview Process
26mA Solution to the Tension Between Worker Shortage and the Hungry Hungry Developer
40mPanel: Better Hiring Practices for Fun and Profit