E.g. I’m pretty certain you’re not advocating for hiring developers who can’t have a civilised disagreement, yet you don’t list anything about collaboration or communication or ability to put team before self in pursuit of a common goal.
Hiring well is hard to do fairly and accurately. There’s no pithy shortcut that can be wrapped up in a blog post.
About the best I’ve managed to go in 15 years of hiring is recognise that i have biases and recognise that I’m not always that good at seeing my biases.
Agreed those are arbitrary point. And so is every hiring process. Pick some attributes that helps you define good people, good business, good tech and that's it. At the end of the day, it is a subjective process. I bet whatever "objective metrics" we come up at the end has some "rating" element in it which is subjective. Acknowledge the arbitrariness within the team and to the candidate in my opinion helps bring more fairness to the table. And also why I think it is worth less to overly religious over the hiring process
E.g. I’m pretty certain you’re not advocating for hiring developers who can’t have a civilised disagreement, yet you don’t list anything about collaboration or communication or ability to put team before self in pursuit of a common goal.
Hiring well is hard to do fairly and accurately. There’s no pithy shortcut that can be wrapped up in a blog post.
About the best I’ve managed to go in 15 years of hiring is recognise that i have biases and recognise that I’m not always that good at seeing my biases.