Also, if you haven’t read the linked Oxide RFD#3 [1], I recommend doing so. It has shaped much of our hiring process.
> But how does one assess candidates for such positions? This is an age-old question without a formulaic answer: designing, building, selling, and supporting computing systems is itself too varied to admit a single archetype.
> In terms of evaluation mechanism: using in-person interviewing alone can be highly unreliable and can select predominantly for surface aspects of a candidate’s personality. While we advocate (and indeed, insist upon) interviews, they should come relatively late in the process; as much assessment as possible should be done by allowing the candidate to show themselves as they truly work: on their own, via their creations.
[1] https://rfd.shared.oxide.computer/rfd/3
