[justinlloyd]

We don't do take home, leetcode, live coding either. We walk through past projects and ask very pointed questions. We ask about difficult problems we've faced in the past and how you might solve it. I role play a junior programmer describing a situation I have and then ask junior programmer level questions of how to solve the problem. You get to talk to two very senior software developers, and two very senior engineers in other roles, and the CEO (who is also highly technical).

Once you get past the first screening call, I find you on social media, blogs, forums and read your posts, and see what questions you're asking on stackoverflow. Then we might move you to the next stage. All in all, you get a pre-screening from our recruiter (about 15 to 30 minutes), a screening call from a technical hiring manager (30 minutes), and then you talk three or four principal engineers (45 minutes each). This happens in days.

The only person that doesn't talk to you that is highly technical will be the recruiter. If you're hired and start work, we watch what you're doing, mentor as necessary. If you have the right attitude and are coachable, so long as you can string together coherent lines of code then everything else can be taught.

[ihateolives]

> Once you get past the first screening call, I find you on social media, blogs, forums and read your posts, and see what questions you're asking on stackoverflow.

And what if my social media presence is minimal or not public?

[justinlloyd]

It is possible that a candidate's social media presence is minimal or non-public, and that will lead to a dead end. But are you claiming that _your_ social media presence is minimal or non-public? Candidates are applying with their real names and a work history; not to sound creepy but they become very "findable" with that information. And I use that to judge "does this person know what he's talking about when it comes to his job?"

I know you are a web developer, full stack but with a slant towards backend, like the Jetbrains applications, run a Thinkpad with Windows OS, have a beard (by your own admission), possibly live in a Nordic country but I don't think you are from there (UK I think, London area, or at least lived in London, or you live in the far North of Scotland or London has been a bit dark this year), are in your late 50's or early 60's, have a small family, like noisy keyboards, dislike Vim, absolutely loathe "Fn" keys, own a Mac that you ocassionally use, enjoyed Star Trek: TOS, run Android on a Samsung Galaxy (S3, Nexus 5, S10). You didn't wait for your resin in your table to reach flashover point. Found your reddit account, your stackoverflow, your github, and your abandoned twitter account, looks like you purged your Facebook account but didn't delete it. I am pretty sure you used to skateboard, enjoy riding a fixie bike and photography, possibly did some rock climbing in your youth. I may be off on some of the details, I only spent 20 minutes on it. Of course, I might be connecting two different sets of data points about two different people.

Over-sized coloured mice are very clever if they can build the CMS for a real estate agent.

My point is, people are "findable."

Update: Pretty sure I found your LinkedIn.

[ihateolives]

It was a hypothetical question about whether you have plan B for when you do not find applicants presence in the social media to be enough to draw conclusions but you answered that now. I would consider most of these thing that you listed to have nothing to do with professional aptitude but the fact you took time to go through the process with random dude on the internet for some reason and then deemed these things important enough to list here speaks volumes about you.

[justinlloyd]

Thank you, it does speak volumes about me, but I am not taking it as the insult you think it is. You were trying to be clever by asking a question about "oh, but what if the person doesn't have much of a social media presence or makes it private?" And I proved that if you have a social media presence of any kind, it is easily discernable and those private little comments we all make when we think nobody is listening tells me whether I would want to work with them. Those things have nothing to do with professional aptitude, but you'd be surprised just how toxic some people can be in their private moments.

I deemed the points listed important enough to list here to indicate that you are findable, even when you think you're not. I was also careful about not just saying you're "X that works at company Y" with a bunch of links. Based on what I have read I think you are a competent, level-headed, well-rounded and reasonable person with strong opinions about what you want from your technology with a willingness to compromise. You're also an exceptionally competent developer and team lead and I wouldn't hesitate to hire you.

A social media presence, even when we don't want people to see it, can either accelerate the point to hire or the cut the interview short. I don't look to see if someone does drugs, binge drinks alcohol, enjoys going to fringe fandom conventions or spends their income on collectible dolls. I care that the person we're interviewing isn't expressing undesirable opinions about people of colour, sexual orientation or many other aspects that would bring undesirable prejudices in to the team.

Based on what I've read, your interview would consist of "when can you start?"

Regarding a "plan B" for no social media presence at all, then the interview process becomes much lengthier and more difficult for all involved.

[vikingcaffiene]

This is the right way to go. If I were looking for a job right now I'd be hitting you up. I've said as much in a few other threads but it's not only the right thing to do, its a competitive advantage.

[nnt38]

So you screen out everyone who cares about their online privacy?

[justinlloyd]

No, an online presence can either accelerate the interview process or cut it short. No online presence extends the process and makes me leary of making a bad hire, so I'm looking for tells in a weak signal source of an in-person interview where someone adopts a persona to get the job.

I've had to interview a candidate where I am literally handed the resume and said "can you take over? blahblahblah had to ditch." which is unprofessional but you do what you have to do. I walk in, sit with the candidate for about, maybe ten minutes total, whilst I am poking into his online presence and explaining what I am doing, whilst my colleague grills him on various aspects. After ten minutes I write on the resume "Hire this guy before someone else does", thanked the candidate for his time, explained that my colleague would take over, and politely left the interview. Poor guy thought he'd failed the interview. I will admit I handled that aspect of it badly. We made him an offer within the hour. He was an absolutely fantastic hire.

I've also looked at many social media posts by candidates and then put a strong "NO HIRE!" on their application. It isn't about skillset or education or capability, but there are things that people say on social media, in unguarded moments that make them unhirable in a modern work environment due to prejudices and their willingness to express those prejudices.

You should absolutely care about your online privacy. I have made myself "very findable" and if you go through any of my social media posts, you might take umbrage at some things I say (especially about recruiters), but I try to be a cross between Mr Rogers and Ted Lasso. If Mr Rogers said "F*K" an awful lot. I might think some things in the private thoughts of my own head, and thank goodness those aren't automatically transcribed by Google or Siri at this time, but when it comes to posting some very disparaging things in public, some people cannot help themselves and that can tell us whether those thoughts might spill over in the workplace as hidden prejudice or overtly expressed that would land the company in legal hot water.