jm + hiring   18

swill’s tech leadership essentials – Medium
very useful tips and advice from Stephanie Williams (nee Dean), who was instrumental in setting up the ops teams in Amazon Dublin, by all accounts
management  stephanie-dean  stephanie-williams  managing  teams  work  hiring 
22 days ago by jm
How Fucked Up is Your Management?
Oh dear.
Score 1 “My management culture is fucked up” point for each of the following:

We have an unlimited vacation policy;

We don’t do regular 1:1s, but we have open office hours/are super available if anyone wants to chat;

We don’t have a process for interviewing, we just hire awesome people when we meet them;

We super care about diversity, but we don’t want to lower the bar so we just hire the best person for the job even if it means diversity suffers;

We don’t have defined levels and career paths for our employees, we’re a really flat org;

We don’t have formal managers for every staff member, everyone just gets their work done;

We don’t have, like, HR HR, but our recruiter/office manager/only female employee is super good if you want someone to talk to;

We don’t do performance improvement plans for employees that are struggling. We just have a super honest conversation about how they aren’t a good fit and fire them;

We would have some hard explaining to do if our salary list accidentally became public.
startups  management  culture  work  vacation  hiring  office-hours  managers  diversity  careers  hr 
october 2016 by jm
Improving Our Engineering Interview Process
Foursquare on hiring. 'we forgo technical phone interviews whenever possible. They’re typically unpleasant for everyone involved and we felt like the environment of a phone screen wasn’t conducive to learning about a candidate’s abilities comprehensively. Instead we give out a take-home exercise that takes about three hours.'
hiring  interviewing  foursquare  hr  phone-screens  tech  jobs 
april 2016 by jm
When It Comes to Age Bias, Tech Companies Don’t Even Bother to Lie
HubSpot’s CEO and co-founder, Brian Halligan, explained to the New York Times that this age imbalance was not something he wanted to remedy, but in fact something he had actively cultivated. HubSpot was “trying to build a culture specifically to attract and retain Gen Y’ers,” because, “in the tech world, gray hair and experience are really overrated,” Halligan said. 

I gasped when I read that. Could anyone really believe this? Even if you did believe this, what CEO would be foolish enough to say it out loud? It was akin to claiming that you prefer to hire Christians, or heterosexuals, or white people. I assumed an uproar would follow. As it turned out, nobody at HubSpot saw this as a problem. Halligan didn’t apologize for his comments or try to walk them back. The lesson I learned is that when it comes to race and gender bias, the people running Silicon Valley at least pay lip service to wanting to do better — but with age discrimination they don’t even bother to lie. 
hiring  startups  tech  ageism  age  hubspot  gen-y  discrimination 
april 2016 by jm
RentTheRunway's Engineering Ladder
One of the best things about working at Amazon was having a clear, well-defined career progression, and it's something that's always been absent in startups. Career growth, levelling, and tech management is important, and also helps in hiring by providing clear levels. This is the RentTheRunway engineering ladder, Camille Fournier's team, which they open sourced back in March 2015
engineering  hiring  management  career  renttherunway  camille-fournier  amazon  startups  career-growth  levelling  ladder 
october 2015 by jm
The Terrible Technical Interview
TechCrunch, very down on the traditional big-O-and-whiteboard tech interview. See also https://news.ycombinator.com/item?id=9243169 for some good comments at HN. To be honest I think a good comprehension of data structures and big-O is pretty vital though....
interviewing  jobs  management  hr  hiring  techcrunch 
march 2015 by jm
Why we run an open source program - Walmart Labs
This is a great exposition of why it's in a company's interest to engage with open source. Not sure I agree with 'engineers are the artists of our generation' but the rest are spot on
development  open-source  walmart  node  coding  via:hn  hiring 
february 2015 by jm
Tech’s Meritocracy Problem — Medium
Meritocracy is a myth. And our belief in it is holding back the tech industry from getting better.
culture  hiring  diversity  meritocracy  tech  software  jobs  work  misogyny 
october 2014 by jm
Here’s Why You’re Not Hiring the Best and the Brightest
Jeff Atwood's persuasive argument that remote working needs to be the norm in tech work:
There’s an elephant in the room in the form of an implied clause: Always hire the best people… who are willing to live in San Francisco. Substitute Mountain View, New York, Boston, Chicago, or any other city. The problem is the same. We pay lip service to the idea of hiring the best people in the world — but in reality, we’re only hiring the best people who happen to be close by.
recruiting  remote  hiring  business  coding  work  remote-work  telecommuting  jobs  silicon-valley  jeff-atwood 
april 2014 by jm
Register article on Amazon's attitude to open source
This article is frequently on target; this secrecy (both around open source and publishing papers) was one of the reasons I left Amazon.
Of the sources with whom we spoke, many indicated that Amazon's lack of participation was a key reason for why people left the company – or never joined at all. This is why Amazon's strategy of maintaining secrecy may derail the e-retailer's future if it struggles to hire the best talent. [...]

"In many cases in the big companies and all the small startups, your Github profile is your resume," explained another former Amazonian. "When I look at developers that's what I'm looking for, [but] they go to Amazon and that resume stops ... It absolutely affects the quality of their hires." "You had no portfolio you could share with the world," said another insider on life after working at Amazon. "The argument this was necessary to attract talent and to retain talent completely fell on deaf ears."
amazon  recruitment  secrecy  open-source  hiring  work  research  conferences 
january 2014 by jm
Why GitHub is not your CV
There is really astonishingly little value in looking at someone’s GitHub projects out of context. For a start, GitHub has no way of customising your profile page, and what is shown by default is the projects with the most stars, and the projects you’ve recently pushed to. That is, GitHub picks your most popular repos and puts those at the top. You have no say about what you consider important, or worthwhile, or interesting, or well-engineered, or valuable. You just get what other people think is useful. Aside from which, GitHub displays a lot of useless stats about how many followers you have, and some completely psychologically manipulative stats about how often you commit and how many days it is since you had a day off.

So really, your GitHub profile displays two things: how ‘influential’ you are, and how easily you can be coerced into constantly working. It’s honestly about as relevant to a decent hiring decision as your Klout score.
cv  github  open-source  hiring  career  meritocracy  work  via:apyhr 
november 2013 by jm
stuff Google has learned from their hiring data
A. On the hiring side, we found that [interview] brainteasers are a complete waste of time. How many golf balls can you fit into an airplane? How many gas stations in Manhattan? A complete waste of time. They don’t predict anything. They serve primarily to make the interviewer feel smart.

Instead, what works well are structured behavioral interviews, where you have a consistent rubric for how you assess people, rather than having each interviewer just make stuff up. Behavioral interviewing also works — where you’re not giving someone a hypothetical, but you’re starting with a question like, “Give me an example of a time when you solved an analytically difficult problem.” The interesting thing about the behavioral interview is that when you ask somebody to speak to their own experience, and you drill into that, you get two kinds of information. One is you get to see how they actually interacted in a real-world situation, and the valuable “meta” information you get about the candidate is a sense of what they consider to be difficult.

This makes sense, and matches what I learned in Amazon. Bad news for Microsoft though! (Correction: Adam Shostack got in touch to note that MS haven't done this for 10+ years either.)

Also, I like this:

A. One of the things we’ve seen from all our data crunching is that G.P.A.’s are worthless as a criteria for hiring, and test scores are worthless — no correlation at all except for brand-new college grads, where there’s a slight correlation. Google famously used to ask everyone for a transcript and G.P.A.’s and test scores, but we don’t anymore, unless you’re just a few years out of school. We found that they don’t predict anything. What’s interesting is the proportion of people without any college education at Google has increased over time as well. So we have teams where you have 14 percent of the team made up of people who’ve never gone to college.
google  hiring  interviewing  interviews  brainteasers  gpa  microsoft  star  amazon 
june 2013 by jm
the recruiter honeypot
wow, I thought it was hard hiring in Dublin. Sounds like Silicon Valley is insane.

"Unfortunately, it’s not all about the numbers. Though external recruiters perform well for start-ups, there’s another side to this story. It pains me to write this but I think it’s important to share. Meebo employed lots of external recruiters when we were getting off the ground. We had standard 18-month no-poach restrictions with all of our contractors that specified that those recruiters were not allowed to contact Meebo employees within 18 months of our contract expiring. Most of those contracts expired in 2008-2009.

However, every recruiter and firm we’d worked with who was still in the recruiting business tried to poach [the 'honeypot' employee] Pete London."

(Another lesson: don't build a product in javascript, since it's impossible to hire engineers ;)
honeypots  hiring  silicon-valley  recruiting  coding  experts  meebo 
june 2012 by jm
CareerZoo
jobs fair this weekend in Dublin, in The Mansion House -- if you're interested in talking to someone about working for Amazon, come along! (plug plug)
amazon  work  dublin  hiring  careers  jobs  from delicious
january 2011 by jm
Skills shortage a major worry - Sunday Business Post
true -- very difficult to hire good staff in Ireland right now
hiring  ireland  software  jobs  work  from delicious
november 2010 by jm
Hacking a Google Interview
course notes from a 4-day MIT course on tech interviewing (via Hacker News)
interviews  google  hiring  puzzles  mit  questions  coding  computer-science  algorithms 
august 2009 by jm
Programmer Competency Matrix
actually quite a good breakdown of software eng skill progression
software  coding  programming  management  hiring  engineering  matrix  skills 
july 2009 by jm

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