[mgh2]

1. What is your willingness to consider a candidate who does not match 100% of your requirements?

2. How willing are you to hire someone without the exact background or industry but can adapt and learn quickly due to transferable skills?

3. Do you recognize a bias for "people like you" (nepotism/cronysm, race, nationality, etc.) vs. the rest of the pool? Is this your "fit" criteria without admitting it due to legal reasons?

[gsibble]

I generally look for high IQ and work ethic more than anything else. I don't even care if they don't have experience in the framework I need for example because good programmers can figure out stuff quickly.

So 1: very willing 2: Very willing 3: I don't even look at stuff like that

I just hire people that are skilled and capable.

[mgh2]

Yes, you don’t need to go to school to learn programming. But maybe you are unaware of other biases: https://www.linkedin.com/posts/gonza-penovi_a-recruiter-play...

What about nontechnical roles?

[Aurornis]

> 1. What is your willingness to consider a candidate who does not match 100% of your requirements?

I'm not the person you were responding to, but in my experience most of the candidates aren't even close.

You post a staff position and get dozens of college graduates.

You post a job requiring some C++ or Rust and you'll get 50 people who haven't written anything other than Ruby on Rails or Python.

I'm always open to impressive candidates who don't have exactly the right skills yet, but the majority of the spam applications can't even show that they're impressive candidates. They're just spamming the same resume to every job they see.