Interviews in the Age of AI: Ditch Leetcode – Try Code Reviews Instead
We use this process, and it has helped us hire some great developers without having to use third party staffing and headhunters:<p>1. Post well written job post on major job boards.<p>2. Immediately reply via text to every applicant (yes, we have opt in on the application)<p>3. Initial screening including several knock-out questions via text. Immediately let candidate know if they are not selected and why.<p>4. 30 minute can you write a working function from requirements code test. Allow one re-try. Immediately let candidate know if they are not selected and why.<p>5. Interview and code review session. Bring a side project, show us how it works.<p>6. Offers out.<p>7. Background checks start in parallel with on-boarding. First week is spent with business unit teams to learn what the company actually, really does.<p>8. End of first week, we occasionally have to let someone go on background issues. Otherwise, week 2 is first week coding, expect a working pull request by end of week. All candidates informed position is filled, ask if they would like to be alerted if similar job opens.<p>Works like a champ. Helps we write software that does this.<p>Average developer tenure is two years, company is three years old. We write telecom software that does texting, voice and video interviews.