[edhowzerblack]

Indeed it is my friend. One more thing I'd like to share... A lot of companies start their process by having someone in HR reach out to the candidate. Often these calls provide little of no value to the candidate. They are simply another hurdle. Here are some things I wish the HR folks would take into account:

1. Please be prepared to actually sell your position. Most recruiters simply explain what the business is and then tell you that their engineering team is really tech focused. It's totally generic. It's nothing the candidate hasn't already heard from their recruiter or read on the web site.

What's special about your product or company? What kind of benefits do you offer? What makes your tech team so great? Have you built some amazing open source library? Is the CTO an ex-Google guy?

2. Please be prepared to answer some basic questions that an engineer will have. For example, what is your tech stack. "We use JavaScript on the front end" is not an acceptable answer (unfortunately, It's one I've received several times). Tell me what frameworks you use. I know you're not an engineer, but you could ask one to write it down for you.

3. Please know what the technical assessment process is. "We have a technical assessment" is not an answer. Is it a take home assignment? A hacker rank test? A remote code pairing? If it's a take home assignment, how long does it take? Again, you are likely not the only company the candidate is interviewing with. The candidate needs to know how long the process will take and how much time he has to invest.