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Trust in Software Engineering Interviews tend to be misplaced.

Updated on January 26, 2020 at the 17th hour

DISCLAIMER: Expressed views on this blog are my own. - This post was written by a recruiter who knows his shit. This is the kind of recruiter to hire.

First Horror-Story in that post was that the "Candidate rejected because of 'wrong' framework." Lol, terrible interviewer. What is "wrong" about using different tools to do your work. Was it enforced that the interviewee use a specific framework? What made it wrong?

Interviewer says "over-engineered" code, but relents that the framework was "unknown" to them. See, now this is the kind of interviewer to take off the loop for (re-)training. It is just the wrong call. Especially when they hide their real reason for their rejection. Interviewer has to hide that "AHHHH, I AM BIASED TOWARDS ONLY WHAT I KNOW" Terrible.

Second horror story's interviewer wanted to reject "Ex-Google for not knowing the Bayesian formula by heart" LOL! Are you serious? Hey man, I don't want to accept you here for not knowing bayes formula even though you did well in general. That kind of person I would FIRE. It is fine to have an opinion, but it is not fine to use your veto power to push your little agenda. This is not what the interview process expects from interviewers. Fortunately, that veto power was useless and the candidate was hired.

Third horror story is about remote HR not doing their job and forgetting to follow up with a candiate who the CEO said was hired. Who is to blame here honestly. Candidate? Heck no, it is not the responsibility of the candidate to know what companies think. Candidates don't have any idea that HR may be remote. Companies ghosting in the middle of interviews happens and categorically it means "don't bother." CEO's fault for not following up with HR on the candidate? Maybe depends on how big the company is. Remote HR definitely is at fault and one that should cause a reconsideration of contract. Recruiter did his job and cared enough to follow up with the candidate.

Fourth horror story is incredibly funny: Candidate was rejected because he was better than the interviewer. I don't fault the recruiter for losing his temper with the interviewer. I would have fired the interviewer hands down. Like, yes you are going to lose your job because you are bad at assessing technical people properly which makes me question your technology choices. Arbitrary criticism should weigh down on your credibility as an engineer. If you did not like the interviewee not for the technical skills, just say it. If I saw engineers like that, bye.

It appears that maybe these interviewer's levels were intermediates or juniors, so instead of firing just take off the loop and shadow. If they are senior or principal, again, FIRED. Can't trust your ability.

Just another day in railing against bad interviews.

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