Amen, 100% this. Same methods here, same success rate.
I just had a long conversation this afternoon with a friend who manages a tech recruiter team and she was telling me how frustrating it is working for cash-strapped early stage startups who pass on perfectly talented & experienced candidates open to taking a salary hit - because they, in their inexperience, cannot fathom how to interview without subjecting candidates to a series of dehumanized and impossible puzzles that are only solvable by people who have dedicated themselves to puzzle solving.
Meanwhile established companies with deeper pockets, such as banks, scoop up these candidates to do humdrum back office software work because they use tried and true interviewing methods.. like talking to candidates.
I attribute most of the issue to inexperience on the hiring managers' part and pressure to hire only the "best of the best" from leadership. Coupled with developers' personal insecurities, lack of education on the fundamentals of management, echo chamber noise around code test culture and the incessant desire of engineers to abstract away any human elements of their work, the process has devolved into a toxic mess when it comes to recruitment and interviewing.
Hopefully the situation can be fixed at some point. But until then, I'll keep on scooping those 10xers by trading war stories over the phone, thank you very much...
I just had a long conversation this afternoon with a friend who manages a tech recruiter team and she was telling me how frustrating it is working for cash-strapped early stage startups who pass on perfectly talented & experienced candidates open to taking a salary hit - because they, in their inexperience, cannot fathom how to interview without subjecting candidates to a series of dehumanized and impossible puzzles that are only solvable by people who have dedicated themselves to puzzle solving.
Meanwhile established companies with deeper pockets, such as banks, scoop up these candidates to do humdrum back office software work because they use tried and true interviewing methods.. like talking to candidates.
I attribute most of the issue to inexperience on the hiring managers' part and pressure to hire only the "best of the best" from leadership. Coupled with developers' personal insecurities, lack of education on the fundamentals of management, echo chamber noise around code test culture and the incessant desire of engineers to abstract away any human elements of their work, the process has devolved into a toxic mess when it comes to recruitment and interviewing.
Hopefully the situation can be fixed at some point. But until then, I'll keep on scooping those 10xers by trading war stories over the phone, thank you very much...