It’s a weird world. I worked at D. E. Shaw and their initial phone screen includes SAT score. I was 26 at the time and had to ask twice to be sure I’d heard the recruiter correctly. For whatever reason, that was part of the process. They were also the origin of the “every new hire must have an articulated dimension in which they are better than the median for their role and level” that Bezos later took to Amazon.
That was the most consistent top caliber colleagues I’ve ever worked with. (I’ve worked with other excellent colleagues, but Desco was uniformly very good. Our office manager had a PhD. Our recruiter had a masters degree. It was crazy.)
Probably the easiest path is to be referred in from a current employee. Next would be outstanding achievement in some academic or technical field (if applicable). You don’t have to be an autodidact or a savant. You need to be competent, intelligent, and willing to work hard and then to find a way to get a warm intro to recruiting.
That was the most consistent top caliber colleagues I’ve ever worked with. (I’ve worked with other excellent colleagues, but Desco was uniformly very good. Our office manager had a PhD. Our recruiter had a masters degree. It was crazy.)
Probably the easiest path is to be referred in from a current employee. Next would be outstanding achievement in some academic or technical field (if applicable). You don’t have to be an autodidact or a savant. You need to be competent, intelligent, and willing to work hard and then to find a way to get a warm intro to recruiting.