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:1. Post well written job post on major job boards.2. Immediately reply via text to every applicant (yes, we have opt in on the application)3. Initial screening including several knock-out questions via text. Immediately let candidate know if they are not selected and why.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.5. Interview and code review session. Bring a side project, show us how it works.6. Offers out.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.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.Works like a champ. Helps we write software that does this.Average developer tenure is two years, company is three years old. We write telecom software that does texting, voice and video interviews.