| > No one seems to know how to get interviews right. Plenty of people do, but good interview processes are highly context-dependent and not trivially transferable. And most companies just cargo-cult something associated with a name brand, then tweak it to something they're personally comfortable conducting. I'll quote myself from an old comment: > Every time one of these interviewing posts bubbles up I skim it to see if the author mentions things like: company size, team composition, the nature of the work the team is doing, the nature of the industry the company exists in, the way hiring decisions are made, the desired properties of their hiring process, their offer rate, acceptance rate, turnover rate, the amount of time positions tend to stay open for, or really just anything that would offer some context on what, specifically, their interview process is optimized for or achieving. > Nine times out of ten that stuff is absent and the post is just a bunch of opinion and conjecture. This post is more of the same. |