The arrogance from the recruiter mentioned in the linked article is mind-blowing. So, basically, they are defining a good fit when they graduated from a certain college and when you can memorize leetcode questions. Wow!
They rather should focus on problem-solving, team-work abilities, cultural fit and so on. Anyway, even if the story happened that way, nothing is wrong when you google an answer. We do it all the time. Sure, it's elementary to know the basic concepts, but many things are just a one-time thing. You don't need to know everything all the time.
I was lucky enough to have some great influences and some bad ones when I started out. This helped shape my perspective on what I should and shouldn't do when hiring. I also got this wrong a lot, before getting it right.
It's a process and often arrogance of various types is a step in that process.
I try to hire "good people". In the sense of people I like. I can't think of a time where that approach failed me. I did fail when I ignored instinct and focused on "metrics". Big companies can't really work that way, they need clearly defined reproducible processes. Startups have the advantage here and can get the better cohesion that comes with that.
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The arrogance from the recruiter mentioned in the linked article is mind-blowing. So, basically, they are defining a good fit when they graduated from a certain college and when you can memorize leetcode questions. Wow!
They rather should focus on problem-solving, team-work abilities, cultural fit and so on. Anyway, even if the story happened that way, nothing is wrong when you google an answer. We do it all the time. Sure, it's elementary to know the basic concepts, but many things are just a one-time thing. You don't need to know everything all the time.
I was lucky enough to have some great influences and some bad ones when I started out. This helped shape my perspective on what I should and shouldn't do when hiring. I also got this wrong a lot, before getting it right.
It's a process and often arrogance of various types is a step in that process.
I try to hire "good people". In the sense of people I like. I can't think of a time where that approach failed me. I did fail when I ignored instinct and focused on "metrics". Big companies can't really work that way, they need clearly defined reproducible processes. Startups have the advantage here and can get the better cohesion that comes with that.