You are smart but we don’t have a such position

Would you hire an actor without an audition? You wouldn’t last long as a director if you did. But this is exactly what almost all companies who hire software developers do today. Usually the process involves talking through an applicant’s experience with them. And that’s all. Imagine asking an aspiring actor if they enjoyed their role as Hamlet. Did you play him well? Good. You’re hired! Many famous software companies propose brainteasers for their applicants. Some top companies even give candidates an IQ test. The best of them run candidates through a simulated software problem on a whiteboard. This is a sorry state of affairs. I’m going to state (what should be) the obvious: the only way to hire good programmers reliably is to program with them. I run programmers though a one-hour, rapid-fire, pair programming interview – and that’s just the start. Having done it over a thousand times, I can score developers relative to each other on a 100-point scale. What do I look for? Mental quickness, ability to think abstractly, algorithmic facility, problem-solving ability. And most importantly, empathy. Because collaboration is the most important thing we do, and it doesn’t matter how smart you are if you can’t relate to how other people think.source

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