This sounds like a bog-standard technical interview process, with an emphasis on politeness (clear requirements, prompt responses).
I'd be interested to hear about the specifics of their process:
Is their "technical challenge" a take-home test or on-site? How long is it expected to take? Is it open-book, or are candidates limited in what resources they can use to solve the problem?
What sort of questions do they ask during the interview- tree-traversal problems, logic puzzles, architectural challenges, "tell me about a time..." questions?
What do you look for for "culture fit"? Most companies look for that, but that term also has a long history of being used to mask biases. What, specifically, are you looking for? How do you avoid building a homogenous team?
It's cool that they focus on being considerate, but this doesn't really tell us much about their interview process.
Well, our technical challenge is a take-home, open-book and all resources are allowed.
During the interview, we ask simple array manipulation and sorting algorithm.
For culture fit, we look for people who are funny and you can get a long with in a long stressful day.
How can we explain even more about our interview?
Thank you for your feedback.
If you don't ask brain teaser questions, you're not going to get the best talent, bottom line. We're always hiring is a bit of red flag. Why are you always hiring?
Company is small currently (LinkedIn shows 20 employees). Some of the things won't scale. Most things mentioned should be standard process (clear job description, interviews with relevant interviewers, relevant questions for the role, etc).
> We won’t pick times for phone calls and interviews, we’d rather let our candidates pick from available slots in our calendars.
This relies on people keeping an updated calendar. Eventually teams will need coordinators where the responsibility of scheduling and rescheduling can be optimized. If a meeting suddenly conflicts with an interview and the interview needs to be rescheduled, it's a worse candidate experience to make them do the rescheduling themselves. Have them provide a few time slots so you have backups in case the original one have conflicts, and always send confirmation emails.
> We don’t usually set a deadline for technical challenges, our candidates pick a convenient deadline for them.
Anyone have drop off rates for this (as in never finishes project)? I think projects/challenges are best after an initial interview with someone on the team (not the recruiter). This way the candidate know more about the role, and the team believes they will be able to complete the project.
Also think that the company has to be very appealing compared to rest of market for a candidate to put in this much extra effort compared to standard on-site interviews.
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[ 3.2 ms ] story [ 32.9 ms ] thread"We do our best write clear job requirements."
"We do our best keep it simple and easy to code and review."
I'd be interested to hear about the specifics of their process:
Is their "technical challenge" a take-home test or on-site? How long is it expected to take? Is it open-book, or are candidates limited in what resources they can use to solve the problem?
What sort of questions do they ask during the interview- tree-traversal problems, logic puzzles, architectural challenges, "tell me about a time..." questions?
What do you look for for "culture fit"? Most companies look for that, but that term also has a long history of being used to mask biases. What, specifically, are you looking for? How do you avoid building a homogenous team?
It's cool that they focus on being considerate, but this doesn't really tell us much about their interview process.
> We won’t pick times for phone calls and interviews, we’d rather let our candidates pick from available slots in our calendars.
This relies on people keeping an updated calendar. Eventually teams will need coordinators where the responsibility of scheduling and rescheduling can be optimized. If a meeting suddenly conflicts with an interview and the interview needs to be rescheduled, it's a worse candidate experience to make them do the rescheduling themselves. Have them provide a few time slots so you have backups in case the original one have conflicts, and always send confirmation emails.
> We don’t usually set a deadline for technical challenges, our candidates pick a convenient deadline for them.
Anyone have drop off rates for this (as in never finishes project)? I think projects/challenges are best after an initial interview with someone on the team (not the recruiter). This way the candidate know more about the role, and the team believes they will be able to complete the project.
Also think that the company has to be very appealing compared to rest of market for a candidate to put in this much extra effort compared to standard on-site interviews.