Hiring Developers: look for the ability to abstract and not for experience
&gt;  Ideally all our interview problems should be built in a way that even a non-technical person with highly developed abstract thinking could answer.<p>why is this any kind of ideal? What about reality?<p>&gt; your current technology stack is also irrelevant, the right candidate with great cognitive capacity will be able to adapt fast, pick up new things and bring new ways and ideas, breaking your team’s or company’s tunnel vision. Their fluid thinking and almost extreme ability to identify and extract patterns will exceed anything you have expected.<p>Hire a superstar that will steamroll your existing developers - great advice. Let&#x27;s not worry if they&#x27;re collaborative.<p>&gt; I can’t stress enough that hiring based on your current technology stack or domain is extremely wrong. Never do it. Never. If the only reason you are bringing on board new developer because he has a lot of experience in your domain or with the CMS, programming language or framework that you are using, then you are making a kind of mistake it is very hard to recover from.<p>don&#x27;t hire them for any real reason you might have? Sounds like real sage wisdom.<p>This post is classic silicon valley. Out of touch with reality, and discriminatory towards diversity. People are different. No person is more than one person.<p>I have a lot of experience with hiring software developers. This is mostly drivel.<p>You want to hire talent? Offer good pay, interesting work, and freedom to do it. That&#x27;s step one. Step two is finding people who can do the work in the given domain(s) of your organization, and step three is finding people who can do said work with your team. There is no step four.