On: The myth of the myth of the 10x programmer (2020)

[twawaaay]

> You describe an interview process which attempts to compensate for your inability to quickly assess a person's talent/fit

That's literally what interview process is. Because we can't immediately tell who is this person, we need to compensate for it and spend a bit more time with them.

That's why it is called "interview" and not "welcoming ceremony".

[Consultant32452 → twawaaay]

You've used the word "we" when you meant "I." Not everyone shares your shortcomings in interviewing ability.

[twawaaay → Consultant32452]

So to summarise, you require me to see your brilliance immediately with no work on your part and if I can't it is my shortcoming.

This is smack in the middle of what I call a toxic, self absorbed and entitled personality.

Good luck in your life.

plonk

[Consultant32452 → twawaaay]

In my 20+ year career I've been on the interviewer side more than the interviewee side. I've hired dozens of people, never took more than 30 mins to make a decision, and never recommended a false positive. Hiring/interviewing/managing is not my primary role, it's something I do occasionally as a side-task. It's possible and I do it myself.

Imagine for a moment if the interview process you describe actually went both ways. Have you ever seen an interviewee demand their hiring manager perform some mock management scenarios for them as part of the interview process? Of course not, because that's insulting and ridiculous. Just as ridiculous as doing the coding interview performance art.

Hiring managers/interviewers often perceive themselves as being in a position of power, which is why they feel comfortable demanding ridiculous rituals of subjugation. It's very jarring for them to not be in a position of power, when an interviewee perceives themselves as their manager's moral and intellectual equal.

[smcl → Consultant32452]

You can count me amongst that "we". I certainly don't like interviews that torture the candidate, and to be honest I think the bigger tech companies primarily use them as an to filter X-hundred candidates down to a more manageable number. But I do think find that assessing someone's ability can take a little more than a casual glance at their CV and a brief chat. If your interviewing strategy works for you - and it seems that it does - then more power to you.