Concise, valuable and highly practical advice, thanks YC and TripleByte!

Love this topic on building specific departments.

I love the give algorithm to implement and ignore credentials recommendations to reduce noise!

thanks for the great content!

Yes. Quality content as always.

First of all, good talk, very informative. Thank you YC and instructors. 2nd, given the actual scope ot this talk, the subject of this talk is probably better to narrow to sth like How to conduct hiring for startup Engineeriny team. I'd expect 'Building a eng team' to also include post-hiring integration, new hire training (or no training), pivot and retaining engineers, layoff and firing etc.

@akbarberlian

5 жыл бұрын

I expected that as well. This is just how to hire

Ammon’s cadence made me think I had accidentally set my playback speed to 1.5x.

@goparkr-talents9166

5 жыл бұрын

Hugh Guiney same here ha

@Kriozotov

Жыл бұрын

the same 😄

Hi Ammon & YC team Thank you for uploading. Great content of Tech Hiring fundamental, I have a question : What values we should find first in technical leaders, in order to build technically capable, strong, cohesive, always growing engineering organization?

@iangeraldking

5 жыл бұрын

Berlian Akbar Yon Agusta Ran a code school in TO a few years back and this experience is from someone I knew. Essentially, whether we’re talking product dev or sales there are two operating mindsets: [teachers] and [doers]. The former wants to develop an organization of talent while the latter wants to use their talents. In war, perhaps consider the difference between a general and a special ops assassin. You can find refined technical talent that can build your V1 but that’s different from the teacher-oriented senior technical talent that can train your team with the right processes. Thus, in terms of values, you need someone who thinks like a teacher. If you have any code schools in your area, that might be a good place to start looking.

@akbarberlian

5 жыл бұрын

@@iangeraldking thanks Ian, I think that's a good criteria to start with

This talk only applies if you're located in Silicon Valley and you want to hire physically on-site engineers living in SF Bay Area. Outside of SV, there's scores of good engineers looking for gigs and it's a numbers game to efficiently find the good ones.

Ammon, please reduce your talk speed from 1.5x to 1.0x :)

Great content. Has any research been done on hiring for raw general talent, and just giving them primarily coding work?

Ammon sounds like Jessie Eisenberg

Stuck at 6.0 very truth

Most good engineers don’t want trial periods, and most of them can get good jobs without a 5+ interview hazing process.

Sometimes I think coding interviews is basically hazing.

all this cultural fit stuff is just time wasting bs...unless your company is doing something "esoteric" ie not agile at all, or has really bad management or teams made up of egotistic psychos, the only few things an engineer is actually looking for might as well resume to great offices in a nice location, at least 12-15% salary increase compared with what they currently make, and all or partly familiar tech stack, with not too much legacy code. Really, the rest is just noise.

@mattyjmar10

5 жыл бұрын

Totally agree. The idea that you need to individually research each candidate and send them a personalized intro... psshhhh total waste of time. Ain't nobody got time for that!

@akbarberlian

5 жыл бұрын

What you are saying is real, bro, esp for those outside SV. Thanks for sharing