[rf15]

I remember reading another story on HN this morning from someone who applied to the big four (well, five) and got accepted by all of them. How they did it? By optimising solely for the hiring process and little else.

And, to be honest, I wouldn't hire this person - they are so focused on optimising towards the METRICS that they ignore what abstract goals the metrics are trying to measure. And that can easily come back to bite you as an employer; you can even see this behaviour if you look at what weirdness ML systems can optimise towards without the right constraints. It's a natural and easy way to do things, but it probably doesn't make good developers.

[rafiki6]

I quite disagree. This to me is a rather capable individual I'd hire simply because they are a good adaptive problem solver. Problem: Stupid interviews. Solution: game the system to get what that person wants, a job.

[JamesBarney]

Every large dysfunctional project I've been on has been run by "good adaptive problem solvers" who prioritized metrics over the success of the project.

Honestly all the best managers I knew who ran the most successful projects were all bad "adaptive problem solvers". Who never really played the classic game so instead focus on project success over politics.

[jbattle]

In the back of my head I wonder though - Once you hire them, will their goal be to optimize the same metrics you also care about?

[rafiki6]

As with all things in life, what you reward is generally what will be optimized for. So make sure your corporate culture doesn't reward dumb metrics.

[caconym_]

> And, to be honest, I wouldn't hire this person

So... you wouldn't hire a person who came in prepared and performed well according to your metrics and standards? Or you have no metrics or standards, and just throw the chicken bones to make a decision for each candidate? Or, I guess a third option might be that you do not tell the candidate anything about your interview process before they come in, all but guaranteeing that they cannot do any meaningful preparation?

I'm having trouble seeing why a candidate working hard to prepare for an interview could be considered a negative signal, which seems to be what you're saying. Correct me if I'm wrong, by all means.

[seanmcdirmid]

You wouldn’t want to hire them, but you probably would as they optimized themselves to your interviewing process. You’d have to add something to your process to weed them out, but then how could you tell? As hiring processes are all necessarily heuristics, they can all be gamed in some way.

This is why referrals or at least reference checks are so important.

[chrisbennet]

I agree with rafiki16, the candidate "hacked" the interviewing problem - great! The stuff you bone up for a technical interview isn't going to hurt your work performance, it just an adaptive response to a broken interviewing process.

[whatyoucantsay]

Don't hate the player. Hate the game.