Leaders of companies that go from good to great start not with “where” but with “who.” They start by getting the right people on the bus, the wrong people off the bus, and the right people in the right seats. And they stick with that discipline—first the people, then the direction—no matter how dire the circumstances.
Jim Collins, Good to Great
Who do you know that possess qualities of a great developer?
- What makes a successful interview?
- How do we gatekeep fairly?
- When do we filter candidates?
- Can we help candidates be successful?
- How do we avoid bias?
- Can we mimic workplace scenarios?
- Target skill level
- Critical competencies
1. Resume or Assessment
Candidates are selectively filtered based on their work experience.
However, candidates may choose to stand out by completing an assessment.
2. HR phone screening
2. Tech phone screening
Questions from easy to hard, keeping in mind target skill level.
E.g. What's the difference between
const? When was the last time you had an unanswered question posted to StackOverflow or GitHub?
3. Primary Interview
- Mock pull request
- Toy problem or take-home project
- Design discussion
- Talk shop
How should scorecards be evaluated?
Who should be in the retro?
Who has the final say?
Do you take notes in the interview?
- Don't reject the candidate for irrelevant reasons
- Use the same process every time