Interview process is HR justifying their jobs.

@Frostbytedigital

7 күн бұрын

Idk about other places but at least at my company you have at most 1 hr interview but 5 with tech/management. Doesn't seem like it's to justify hr when they are largely uninvolved in all the interviews

@meepk633

3 күн бұрын

NEETs posting their Ls. Learn a marketable skill, sir.

@meepk633

3 күн бұрын

@@Frostbytedigital Yeah but what if I don't know what any of those words mean because I've never had a job?

With the amount of glazing Theo gives us for being theo viewers every vid you'd think I'd at least get an interview

@Remiwi-bp6nw

7 күн бұрын

real...

@JeremyAndersonBoise

7 күн бұрын

I feel you

I graduated in early 2023 in have not been able to find a job. I have 0 connections and am i first gen American, my parents both worked factory jobs. ive never seen over 50k yearly income. Ive done nothing but apply and work on my side projects, watching videos like this really depresses me. I annoys me that i cant do something i enjoy and make a good living like ive seen everybody else do.

@Ironlionm4n

7 күн бұрын

Feel this to the core

@myklenero

7 күн бұрын

My advice is to build a project that excites you. This will motivate you, help you learn, and give you something interesting to talk about that demonstrates your skills. This has been my approach for the past few years and has made interviewing easier

@100timezcooler

7 күн бұрын

@@myklenero I feel like like I have a decent backlog of projects my GitHub is very active. It’s getting a foot in that is having an issue. I wish I had friend on the inside

@alexh2665

7 күн бұрын

As an undergrad who can relate, you honestly just need to go out and make connections. That’s the name of the game rn, you HAVE to network with people

@M.G.Simard

6 күн бұрын

@@myklenero This is cope, 99% of hiring managers don't look at portfolios or github repos

Tech interviewing at the moment is broken. Period. I don't think companies will pivot into novelty. They will expect you to know syntax, no matter that you will rarely think about it when building architecture.

@meepk633

3 күн бұрын

They expect you to know syntax because they interview 5 billion "self learners" who don't know how to do anything. You're not redesigning our architecture. You're doing boring rote coding without having your hand held the entire time. Surprisingly rare skill!

Strongly agree on the first point. If you have all the time in the world to ask everything to a potential candidate, you will mostly ask useless stuff. You should be able to know in 1-2h interview if it's a good fit because you asked what really matters. Often I hear people asked to do the x round of an interview, they didn't really know what to ask and didn't really prepared anything. Making the decision more on the "feeling" than accurate understanding of their capabilities.

@ArturdeSousaRocha

7 күн бұрын

This checks out. A friend was recently going through interviews for a few companies. The more interview sessions a company had the worse the interviewers were at their job. He ended up being hired at a company where the team lead was able to make a decision after 45 minutes.

@ilyavasylevsky3229

7 күн бұрын

As a forner team lead i can confirm that usually you know if a person fits after 1 tech interview in 1 hour.

At this point I don't know what to do anymore to become hireable. I have almost 5 years of experience, an extensive resume, a lot of people to recommend me to open positions where they work, but I can't get a single interview.

7 interviews ..... your not interviewing anymore, your on reality tv and it just took you that long to get voted off the tech island.

went through 5 interviews for a frontend position - spoke with team lead engineer, went really well. my experience matched, and he was working on the same thing I was working on at my previous job. said I'll be skipping the take-home assessment, and interviewing with a PM, someone from the marketing / graphics, and one other engineers on the team - meet with one other engineer, great conversation, showed me some of their code, asked my opinions , and gave input. was really good, they were super excited - speak with PM and graphics / marketing people, went smoothly. pretty generic how do you work, culture fit type questions. experience with figma etc. went well - 4th interview, speak with the other engineer on team. wasn't really prepared, said himself he didn't know what to ask. asked generic vague questions on workflow and stuff. answered them. the guy was just kinda rambly and really tired. overall felt really good about it. all the conversations were really positive. fast forward a week get a one sentence rejection email from HR. don't know what I did wrong. asked for feedback, and if any future positions to let me know, silence and haven't heard. very disappointing. 5 one hour interviews for a generic "no" and no feedback

Dislike the title, I thought this would be Your spiciest take on tech hiring. Nope, you're reading a blog post (and probably giving your own opinions) edit: i'd have no problem if a "Theo Reacts" was added to the end.

@lronmate

7 күн бұрын

He does that all the time 🤷‍♂️

@Cuptial-ev9tb

7 күн бұрын

This is every primeagen title ever. Get used to it lol

@JeremyAndersonBoise

7 күн бұрын

People getting mad at Theo’s title game never gets old. 😂 u go Theo

@JeremyAndersonBoise

7 күн бұрын

And you admitted you did not watch the video! Would not hire.

@wraithwinterly

7 күн бұрын

Clickbaited to a screen reader

Theo is an excellent example of someone who exhibits "self-serving bias". You can see it in pretty much everything he posts.

@alexh2665

7 күн бұрын

He’s right about what he says

I understand why people do that in such bad economical situation all over the world, but damn, have a respect for yourself... 7 interviews is crazy

@Ant3rn

7 күн бұрын

Not even about respect. I rather give a chance to 2 3-step opportunities for the equal time investment.

@namesas

7 күн бұрын

Man for 7 interviews? at this point they should pay me for the time invested

@ilyavasylevsky3229

7 күн бұрын

It's possible in a current situation, nowadays it's hard to land any interview at all, for me it takes now at least 80 applications to get 1 interview... When i was hiring we always had 1 technical interview and 90% of hired people were really great

@SentinelaCosmica

6 күн бұрын

I have invested in the production of green leaf... in Colombia my friend, the best investment ever

Y'all waste your time actually attending 7 interviews? The fuck? You don't have to dance for these people. I'd rather flip a burger. THE INTERVIEW PROCESS GOES BOTH WAYS

@pencilcheck

7 күн бұрын

Usually big companies do those and you have no choice but to

@rdvansloten

7 күн бұрын

@@pencilcheckyou have the choice not to work for them

@yojou3695

7 күн бұрын

because for some people it's the only option, obviously

@Remiwi-bp6nw

7 күн бұрын

ive never had a job. I'd be ecstatic for the chance to go thru any interview process, but as it stands I don't even think humans are looking at my resume...

@rdvansloten

7 күн бұрын

@@yojou3695 yes I 100% believe there are only giant companies with 7 interview rounds hiring in tech. This must be the absolute truth.

4:08 "...we were able to not hire the person."

@MrSprinkles1F369

7 күн бұрын

What a great achievement. It must've taken a lot of effort to not do that. 😂

@SnowTheParrot

7 күн бұрын

i was thinking the same thing 🤣

@brod515

7 күн бұрын

@@MrSprinkles1F369 yes avoiding a bad hire is a good thing for your company

In Germany, when you say someone call the ambulance, 3 will try to call it at the same time.

@tobiasjennerjahn8659

7 күн бұрын

I'm happy that's been your experience, but unfortunately that's not universally true. The bystander effect is very much a thing here in germany as well. There's a reason every first responder training includes a section on assigning tasks to specific people to mitigate its effects. People will not assume themselves responsible unless they are singled out and instructed individually. The bigger the crowd, the worse it gets.

@modellking

5 күн бұрын

Ich finde die Aussage schmeichelnd, aber leider - auch hier - falsch.

Why would you name this video My spiciest take if you are talking about someone else's spiciest take...

@qzegfqezgtfqezfgqergq9389

7 күн бұрын

"My spiciest take on tech hiring" is the title of the article he's reactiong to. It's common for reacting videos to have the source's name as video title.

@akinoreh

7 күн бұрын

@@qzegfqezgtfqezfgqergq9389 Don't care. Doesn't justify. It's misleading. Add quotes, replace or omit the "my", etc. There are solutions.

Number one question in interviews is "do I want to work with this person" and it's quite intuitive. Rest are the specifics of the role but former is more important.

@KyleSmithNH

4 сағат бұрын

This one can be tricky if you're not good at checking your biases, but I've definitely used it to do some real reflection after an interview.

I think preferring to choose candidates who are more financially secure is a good way to accidentally exclude minorities and people who are new to the industry. It isn't just bad programmers who are financially insecure. I definitely agree with wanting to foster a culture of good interviewing methods though.

My company does a 2 hour technical, and 1 hour non-technical. The technical involves discussing and then pairing on a project, which we provide _1 week in advance_ so there are no surprises. I quite like this system.

A 1 because they turn up drunk is one thing, giving it because they have a funny eye is another. Your method gives free rein for nasty people to exercise their biases.

@xugro

7 күн бұрын

That is why they don't just look at the numbers and talk about why they gave those numbers before making a decision. It's still possible all interviewers are nasty and there's no way to prevent biases in that situation if all of them are aligned.

@JeremyAndersonBoise

7 күн бұрын

I would like to call out a few other nasty biases in Theo’s method. He’s a financial classist and elitist to an upsetting degree, and fails here to note the ethical validity of just needing a damn job. I am unemployed, broke, and unimpressed by that, but I still feel his voice is a net good for the community. My relationship to Theo’s output is complicated. This is good stuff overall, notwithstanding the above complaints.

@jordanmancini

7 күн бұрын

The reason for the 1 to 4 is that a 1 or a 4 in contrast to the rest of the interviewing team is to bring to the table a discussion about why they voted that way. It isn't just about what score they gave but why they gave it. It's not perfect but it's a better system than just asking for or against hiring without explanation.

@alexh2665

7 күн бұрын

@@jordanmanciniexactly, it effectively invalidates ppl from just sitting on the fence and forces you to make a case for your number

16:30 - "Please give your candidates feedback" Holy shit, yes, thank you! Having recently gone through basically a 1.5-2 year long process of interview hell, feedback would have been invaluable at pretty much any stage, but literally no one offers it. I want to be told how I can improve, or where I didn't meet the bar, but most companies hardly even have the decency to tell you that you're not being hired, just ghosting you instead until you ask.

7 interviews is insane. A company I worked for went into administration last year, so I ended up applying for a bunch of jobs. The companies that had more than 2 interviews didn’t get a chance to hire me because I already had several offers on the table from 1 and 2 stage interview processes. I can’t imagine how you’d be able to hire any competent candidates with a 7 stage process… is that even real?

This whole Markdown Resume and "7 steps is too much" mentality might work when you are in high demand as an individual programmer, or during times like 2020-2022 when job offers were thrown at tech people with reckless abandon. In a time of crisis - like, for example, now - you either go with the requirements or will suffer a lot of stress and resentment towards the industry. Especially now, when a lot of companies will scan your document with LLMs and sometimes just straight out ignore you because You missed some important keywords or whatever. So yeah, just make a simple PDF and be done with it. But there is such a thing as a too-long interview process. 3 steps is enough, 4 is too much, 7 is insanity.

Two of my last interviews this year were absolutely wild. The person interviewing me was someone who clearly had 5+ years experience building client side redux apps. They had all of these horrible patterns drilled into their brains, to the point i couldn’t answer questions because the fundamental assumptions of the questions were so flawed. One of them asked me how I would get updated state in the same function call in which I updated it. I was like… well I woudlnt 😂

@JanVerny

17 сағат бұрын

The thing is, if they already have a huge codebase full of poorly thought out useEffects like that, they would obviously want someone who can handle that. I watched a few juniors at my workplace quit out of frustration over bad code. And I sympathize, but there's not much that can be done about it, someone wrote it 5, 10, or even 20 years ago and it's deeply nested in the codebase now, you can't make every 4h task into an entire system redesign with 10,000 refactors.

that amazon interview ranking is very cool! insightful.

Great video, Theo! It gave me a lot to think about regarding my job application approach.

Theo, explain to me how people who don't know how to use React at all get job interviews, but those of us who are confident with React among many other technologies and frameworks, just get overlooked lol.

When developer refuses converting .md to .pdf then I would not hire this guy also. Having such a strong radical belief against common thing is such a red flag.

@KowshikAchar

7 күн бұрын

I agree, but making a hiring decision on a topic where a couple minute pep talk is enough to change their mind, is also radical. People get carried away and make emotional decisions when they are frustrated.

Oh man, I’m so pleased to hear what you said in this video. I agree to all (but the stache 😊)

@Daniel_WR_Hart

6 күн бұрын

1 because the mustache doesn't have a matching beard

There are many companies that I will never work for because their interview process is too long and I am ok with that. By he time some of these companies get to the second round I got an offer by someone paying just as much and not wasting my time.

Thanks for sharing your interview process

Damn, this video has some really good info - thanks for sharing... I really like your take on the 1-4 point score system.

Your point about having to figure out medical for your employees is something I'm surprised doesn't get used as a selling point from the left to the right, "we support small business and we don't think they should have to do all this themselves - don't you also support small business?!" -- good take, too.

Super in-depth technical interviews might help you find a better candidate for a senior position but imo as someone who just went through the job competition as a fresh grad, it leads to the "wrong" candidates being chosen for junior roles. When you hire a fresh grad for a junior position, you're looking for someone who is a good personality fit, someone who works well with the team, ideally grow with the company, and capable of learning the technical skills required for the job. You aren't typically hiring someone in a junior position for their years of experience and expertise. The kind of junior candidate who has the expertise to ace technical interviews is probably going to be ambitious and will leave as soon as they get a better offer, and you're going to filter out a ton of excellent candidates who may stick with the team long term, just because they haven't had the opportunity develop those technical skills yet early on in their career.

@alexh2665

7 күн бұрын

Currently an undergrad looking for a junior position. Are junior roles really less technical based?

@Squidgit957

6 күн бұрын

@@alexh2665 Not necessarily, it's just that the kinds of technical skills you need for a junior role can typically be learned on the job; at least that has been my first hand experience doing work-terms throughout my comp-eng degree and for the job I just landed.

It all comes down to referrals and who you know at this point. Competition and the volume of applicants is high

8:35 this is nice when you have the luxury to do so. But many people cannot afford to do this. Also many companies use third party application systems that have those restrictions.

I got an offer after two interviews at one company, but already had another interview lined up for a startup. I did the other interview. As soon as they told me it’s a 7 round interview process, I decided I didn’t want it.

My long term positions in tech were based on branding myself on LinkedIn and proving myself with completing work for clients.

On my team we do two, 1 hour interviews. The first interview is predominantly a team-fit interview with some technical questions and getting to know the interviewee, the second is entirely technical with explicit callout requirements for the position

About 25:11, HOLY SHIT I didn't know it was that bad in the US, i basically have to pay like 150 euros a month + a deductible if i need healthcare and thats IT, thank god for European social safety nets

This is one of your best videos in a while. I just recently hired a brilliant new react dev (👋Hi if you see this, I know you watch Theo's videos, too); In this case I took a chance with someone just finishing their education, but his past projects proved to me he could do it. And now he is just crushing it. We did two interviews with them: One with me (technical founder) and one jointly with me my Co-Founder. That's it.

Basically, vibe hire is the best

I hope I'll never have to take a job interview ever again, because I hate this shit so much. But, what you say here in this video resonates with me so much, that I wouldn't mind going through this kind of process. I might even rather enjoy it.

It’s the same story when the companies tried to measure the kpi for everyone. When the qualifying process becomes overcomplicated and repetitive, then the attendee become good at the process, not at the qualification. Going through an intimidating 3-5 month long adventure 1 time and you know that? I have 0 sympathy for the hiring side. I don’t even wanna think how they could get better. I see a 7-step 1-month long bullcrap and wave. Everybody uses AI to filter out resumes on the first stage? I will use AI too to pass the filters. It’s a part of the game. If they suffer from their own game: good for them, let it boil. And the last take, they intentionally make the interview process long and desperate, and then reject desperate candidates? They will get these candidates anyway, but preselected by the ability to look like they are not. They require liars, and ppl, what’s a surprise, get good at lying. P.S. why it’s morally correct to fire a worker immediately when the company don’t need them anymore, to not pay the salary by financial reasons. But if the worker suddenly quits for a better compensation , it’s somehow negative?

I've seen startups (~30 people) nowadays doing "30min phone screen + 1hr coding + 1hr sys design + half day onsite" style interviews. smh

Where i am, interviews were 2x1h, plus one final talk. We had an open space so in some form or another, you were being interviewed by the whole company even though you were only talking to 1/2 persons. Made it fairly easy to grasp how in/out/neutral everyone was towards candidates. And yes, it does cement a "culture", for better or for worse, but it goes both ways. Why would you want to work where you don't fit, and why would anyone want to hire someone that doesn't fit... On the "trust" thing, yeah, that's a major plus if you can leverage it. Knowing my course trainers would vouch for me was a major confidence boost when going to course internship interviews. For the people taking you in, it's significant to be able to make a phone call and "We have this guy xyz you sent our way, is he good?". If the company has a (good) working relationship with the people that trained you, it's a shoe in. If there's an "unwritten" agreement that "we don't sent bad people to good places", interview becomes more "don't worry (too much) about what he can do, just figure out if you like him".

nice!

A great look into tech hiring, thank you. A tangential comment: I've been drilling yearly in first aid for 20+ years. Social pressure can be a beautiful tool to get the crowd to work for you. Singling out an individual with a tasking (e.g. call the emergency number) relies on absolute identifiability of the individual on the eyes of the crowd. If there is a chance, touch the tasked person and announce the task in a loud voice (who knows, the person may be hard of hearing), but the end result should be that all in the crowd know who and what is meant.

I agree, these days those ATS is so annoying, even though I am a perfect fit for frontend roles I am applying for many companies, I am getting rejected before even its reaching the recruiter. I am pretty confident in my tech skills too and resume which talks about the work I have done. Also I hate I needed to attend too many interviews like 4 to 6 to get a job. In India this is common process in 98% of companies I know. I defer myself from attending such companies.

my spicy took is that europennes commision needs to give 10 % off GDP to kde plasma and make it national desktop (bureau) environnement

I think it makes sense to allow an initial interview by HR to screen out people before the more advanced two interviews to allow for people from the actual department to show up to be present at the technical and non technical interview.

That's how hiring is supposed to be in the first place. Such a nice article!

Markets have slowed down and will continue this downward trend for at least another year or so. When the world realizes we are in recession and central banks around the world start stimulating again, only then will things START to improve.

Egomania is strong in this one...

Once again, another great and highly valuable video from OP. It's almost a skill issue if you don't get the value of this video from both perspectives of candidate and interviewer/hiring manager

We have two, one hour interviews. One with HR as a pre-screen (normally more like 20-30 minutes). Then one technical interview/conversation. I've always said it and I'll stand by it, you know quite quickly whether someone is a yes or no.

I’ve been a successful SE for years in europe, focusing mainly on frontend. I’ve never had a problem with tech interview. I consider myself a good programmer. I however wouldn’t know how to build a linked list or any other weird technical interview question I hear about. Well, perhaps I would, but don’t see how it relates to web development.

I would never work for a company that has more than 3 interviews unless I had no other choice. Even 3 I think is a lot, but it happens. I have 10 years of experience building complex interfaces :)

Love the bit on how to disagree. I refer to this as conflict resolution, or conflict resolution skills, and it's something we barely talk about as a culture, to say nothing of teaching it to up and coming generations.

Medicare for all! I still have the 2016 bumper sticker, glad to see you agree with the obvious

Recently had a big discussion with a colleague of mine about companies filtering for higher degrees. I made a strong argument that many SMEs basically survive on the back of a single junior crackhead, and I met a few of those that don't have a higher degree. They're stuck at a low paying job for years because the threshold to switch is too high. The elitist way is just wrong in my opinion, and I fully understand why we do have so many assessments in the recruiting process.

In my experience, the vast majority of people who do hiring have never read *ANY* of the scientific literature that's been published on that subject. If they had, they would already know that almost everything they're doing is a complete waste of time. The reason that there is really no "best practice" for hiring, and that so many companies, large and small, have totally different practices, is because the truth is that beyond doing a basic sanity check, job interviews are almost entirely pointless. The results they get and the results you would get from throwing resumes in the air and catching one are virtually the same. Hiring is similar to stock picking, in that billions of dollars are spent on people who claim to be good at it, but the truth is it's so complicated that literally no one understands it, and the fact of the matter is that a gold fish is just as good as picking stocks as a professional stock picker.

Well Theo, tell us about your interview process

woah I didn't know that there could be legal liabilities for sharing feedback with the candidate!

I went through like 5 interviews for my job. I would much prefer the two interview structure.

totally agree with Theo here, interviews are a two-way process, when you're being interviewed, "interview" them back - have your own standards

imagine being able to get interviews in 2024 🥲

@niamhleeson3522

7 күн бұрын

I've had a few interviews but they didn't go anywhere

I am going to say a thing no one will admit. Race is a very important factor, similar race in interviewer and interviewee result in getting hired more likely.

@user-gf7ss5je9h

7 күн бұрын

its just outward appearance, bad posture, smell, weight, even just how attractive you are are way bigger factors than race imo

@psyckojoe

7 күн бұрын

@@user-gf7ss5je9h True, but most people don't stand out in any of those categories. Most people also aren't mixed race (or at least have one weighing the most), so they fit one category really well.

@pacifico4999

7 күн бұрын

Hard pills to swallow (but true)

@ci6516

2 күн бұрын

Definitely a small variable . What the person said above matters much more . Despite what you believe , having weak words , slumped shoulders , bad eye contact , will give people a bad impression on you vs someone less qualified who can speak like a card salesman

@ci6516

2 күн бұрын

Definitely a small variable . What the person said above matters much more . Despite what you believe , having weak words , slumped shoulders , bad eye contact , will give people a bad impressionv on you vs someone less qualified who can speak like a card salesman

I work at Amazon, this is true. During the pandemic hiring craze, I was interviewing 3 folks a week. I have a rule that works for me- no google questions I call em. Ask for experiences and dive into them. None of this “explain X protocol”. Find that info out through a real convo man. Most skills are “Just-in-time-learning” anyways, fundamentals and good team fit are key. Think these days we’re down to like 4ish interviews instead of 8. Its still bad, but it gives ya a more fair chance cause unconscious bias n all.

Europe: There is still lots of jobs, but the salaries are a joke, had 10 years back more than what they are offering now, with all that inflation lol....

YES!!!

I used to be the guy who went after the money but I now prioritize that I don't hate being in the job which is my current job sadly.

how do i even start to find "cool person making cool things" ?

@aftersec

6 күн бұрын

My thoughts as well.

Interview process need to change seriously, The company that still do long interviews and interview with other people who is not the people you will be working with is a bad practice. Nothing you can do to change this, its depends on the company. Only thing you can do is to keep interviewing and find better company else where. Working with the best teams of people is we all looking for. It is more important than any fields, roles, position, tech stack, what so ever. "We are humans and we work best when we work with the best people." Period.

HR needs to have some work, otherwise they had nothing to do... honestly, 2 interviews is enough, then evaluate after 3 and 6 months... still possibility to let them go if the person did not work out for you.

damn son, love you healthare thoughts :-*

My Spiciest Take - pretty much the article's take

0:26 Uh oh he forgot the "no more than one hour" part of the quote 😮

This should be paired with a hire fast, and fire fast in a trial period mentality. Interviews give very little genuine signal IMO.

If I can only get a cool job doing cool things by knowing cool people, how do I go about meeting and befriending these cool people? 😅

So if I believe that I am a decent engineer, I shouldn’t be desperate?

I think having markdown or pdf or word shouldn’t be an issue when sharing the resume or cover letter. We know devs love mark down but not everyone might be comfortable (the HR or Hiring team) in reading that way.

I may know I don't actually want to work at a company that interviews like that, but I don't know how I'm paying rent next month so ¯\_(ツ)_/¯

A spicy take on a spicy take on tech hiring... 😁

Chat gpt should be allowed in tech interviews to demonstrate prompting prowess and lego construction via chat gpt output. Its not like im not gonna use it all day on the job after hiring.

I can understand not bending over backwards for arcane resume formats... But refusing to render your markdown resume as a PDF / doc seems like a really strange line to draw. It's what... 5 minutes? Then fire out that pdf to all of the companies you're applying to. Surely you're not changing jobs so often that the 5 minutes is starting to add up?

@Fe22234

7 күн бұрын

Yeah not wanting to work for A company with time wasting interviews is reasonable but, not wanting to make a PDF just sounds arbitrary and makes No sense.

@thelvadam5269

Күн бұрын

Any line that you would draw in what you’re willing to tolerate is arbitrary. What I got from his justification is that he can simply afford not to.

Theo’s best video, imo

Letting a PDF filter you, is a bit too tight imho it's *the* standard for document transfers.

"I can find places that are accepting of a markdown resume, why would I want to work somewhere that doesn't" Ahhh, the privilege of being a tech worker I get your point though, I was going to apply to a place but they asked for my resume on a .doc file, I bailed immediately 🚩🚩🚩

@alexh2665

7 күн бұрын

I’ve been seeing other comments regarding this take from Theo and now I’m genuinely curious why this is a red line for him

@Spiker985Studios

3 күн бұрын

​@@alexh2665Presumably because the format of the resume shouldn't matter. The contents of the resume does. And a markdown document is exclusively content

Luckily there are still jobs you can get by just meeting the team for an hour. No reverse binary trees, nothing. Working at faang sounds not fun. Polishing my pull requests for 3 hours? Sitting in meetings for many hours a week. Implementing like 12 abstractions, microservices, compile everything especially css and js. Don't ever change anything cuz it might break something, keep everything slow and tedious to work with. Software development used to be just fun and hacking.

i think markdown should be the new document standard and the main markdown standard should also standardize all these feature support by all other markdown editors

i'm glad i dont live in the US and i'm too lazy to try to get a job on a big company 😅

Nothing spicy about that take. All facts.

Hire fast, fire fast. Thoughts?

@ferinzz

7 күн бұрын

Only in the usa. Other countries have a lot of protections for the employees which could make it expensive to fire someone. Also consider how long it would take a normal person to learn the codebase/systems. Even if you fire fast it could be 3-6 months of wasted time since that's how long it normally takes to get up to speed.

@NicoRTM

7 күн бұрын

​@@ferinzzIs funny because the most tedious interviews processes I had has been with American companies

These hiring takes from Theo are always so elitist. Yes, turn away jobs and starve, because you wouldn't be a good fit for a company anyways... a bit of a hyperbole for sure, but to not realize that some people just don''t have 200 other doors open at any point in their life, the amount of privilege must be astounding. II am sure all of his advice applies to the mythical 10X devs just fine. But what do you do when you're just barely average?

My man theo spitting only truth here. Great words! Made me subscribe

8:20 Pandoc has the ability to convert markdown to pdf, so this is not a valid argument.

@ChristopherCricketWallace

7 күн бұрын

You completely missed the point. It's not about file formats. It's about not recognizing (and incorporating) a greater efficiency from people that are often expected to have the highest efficiency and effectiveness. Also, that the company is probably using silly keyword filtering that sooooo many people game. If you want to recruit high-level people, your recruitment process should also meet a similar standard. They're sending a bad message.

@ChristopherCricketWallace

7 күн бұрын

That said, you're not wrong. Theo could stop being a diva and just apply like everyone else. People need to stop expecting the star treatment all of the time--no matter how good or rich or famous you may be. It's a hassle, yes, but that paycheck will nice. Send that damn pdf and move on.

@putnam120

7 күн бұрын

Also as someone on a team, I would hate to work with a candidate that had that kind of ego

You're literally reading someone's else's takes Theo.

entitled hiring corporation vs entitled yuotuber 🫡