Senior Developers Are Getting Rejected for Jobs
We need to admit that the interview process isn&#x27;t about determining the relative qualifications of the applications in the pool, because we all know that 3 hours and whiteboard can&#x27;t tell anything you need to know about whether or not that person will perform over the years. We need to acknowledge that we perform this pantomime in order to satisfy layers of management that are unable to accept that you can&#x27;t hire for these positions as you would a traditional sales position.<p>Further, I think it needs to be said that at smaller companies (read: startups) whats <i>really</i> happening is that applicants are being evaluated for whether or not they&#x27;re cool enough to join the club. We call it &quot;culture fit&quot; but we&#x27;re really just trying to vet their personalities.<p>EDIT: To be clear I do think people&#x27;s personalities need to be evaluated, especially with smaller teams. I just think we should drop the pretense that &quot;implementing&quot; a depth first tree search on a whiteboard tells us anything other than that they could summon that algorithm at that moment in time with that amount of coffee and whether or not they had a pleasant morning. First of all, I want engineers that are good at working with others, and second of all it takes months to truly evaluate an engineers ability to do their job. We gain nothing by pretending this isn&#x27;t the case.