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0 pointsarcticbull1y ago0 comments

> There's really no substitute for interviewing based on candidate's experience.

That always happens in an interview loop too though.

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It absolutely does not always happen. I was asked to do interviews twice with one employer. Both times, I requested the interviewee's resume. Both times I was refused because they didn't want me to "bias" my interview.

So, yeah, go figure.

arcticbullOP1y ago

It’s not generally the responsibility of the person doing the technical screen to also obtain signal on past experience. At a company with recruiting process these fall on different people specialized in the specific interview types. I’ve done an average of 2-3 interviews a week over several employers for the last 12 years, so over a thousand interviews. I’ve also defined much tech interview loop for my current employer and usually interview from junior IC up to manager of manager roles.

I’ve never asked for candidate resumes because I don’t want to bias myself.

I’m not saying it will always, always happen, it’s just, it overwhelmingly will.

HarHarVeryFunny1y ago

If you don't have a resume, do you still ask about candidates experience?

Many people can talk a good game and come across well but still be useless (e.g. hard fail on the simplest of white board tests).

I haven't done interviewing (on company's side of table) for a long time, but my main tack was always to go over projects on resume, focusing on last 5 years, and drill down to see if they could fluently talk about them, draw architecture diagrams, justify choices, etc, etc.

I you don't ask about past experience (= same as having resume), then how do you even know what the person's experience consists of? Useless cog, or tech lead? Highly agentic or passive, etc?

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