That's a useful mental model. It took me a while to reply because I was trying to get enough clarity on why my process works to put it into words. I use red flags in my hiring process. There are many when it comes to whether or not someone is a good engineer. Inability to do algorithms on a whiteboard is not one of them. I do try to prove my red flags wrong which is what sometimes reveals a diamond in the rough.
> The hiring process you are proposing is looking to methodically search for all of the useful qualities in the candidate pool and determine how they can best be applied at the company.
That's not necessarily what I'm proposing. I often need find the first qualified candidate who can start contributing. Don't let perfect be the enemy of good.
One of the ways I accomplish cost effective hiring is to go through applications in the order they arrive and the first candidate who passes the interview gets the job. If I get 200 applications and I find a suitable candidate in the 1st interview, why would I waste my time and money doing the other 199 interviews?
I sometimes even use recruiters when my time is at a premium. And that raises another interesting question: how is it that so many recruiters who can't code have been able to send me top quality candidates so consistently? Which leads me right back to my first point in this thread: this article is an excellent example of why most companies should never ask about algorithms in an interview.
> The hiring process you are proposing is looking to methodically search for all of the useful qualities in the candidate pool and determine how they can best be applied at the company.
That's not necessarily what I'm proposing. I often need find the first qualified candidate who can start contributing. Don't let perfect be the enemy of good.
One of the ways I accomplish cost effective hiring is to go through applications in the order they arrive and the first candidate who passes the interview gets the job. If I get 200 applications and I find a suitable candidate in the 1st interview, why would I waste my time and money doing the other 199 interviews?
I sometimes even use recruiters when my time is at a premium. And that raises another interesting question: how is it that so many recruiters who can't code have been able to send me top quality candidates so consistently? Which leads me right back to my first point in this thread: this article is an excellent example of why most companies should never ask about algorithms in an interview.