If possible, it begins with a short (5-10) minute phone conversation to explain the process and answer any questions. If the person has a disability, we'll opt for IRC/XMPP/Email/Slack/whatever.
Our process is then:
We ask the candidate to email us their SSH public key.
We give them access to a git repository that contains a sample application.
The candidate is then expected to add a small feature, specific to the type of work they'll be doing. We might ask a frontend designer to add mobile-friendly navigation. We might ask a backend developer to add a search feature. Third party libraries are OK. This should be time-boxed to less than 4 hours of work.
Candidates are expected to email a patch file with their changes, any unit tests they wish to include, etc.
Did they find and fix any of the intentional security vulnerabilities in the sample project? (If we're hiring for a security position, this is a must.)
How extensible and maintainable is their solution?
We make our hiring decision based off these metrics. Over time, we plan to add better metrics and cull the ones that aren't a better predictor of excellent hires.
We do not look at resumes, CVs, etc.
We do not whiteboard candidates. We do not fly anyone anywhere for a stressful in-person interview.
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If possible, it begins with a short (5-10) minute phone conversation to explain the process and answer any questions. If the person has a disability, we'll opt for IRC/XMPP/Email/Slack/whatever.
Our process is then:
We then evaluate the candidates objectively:
We make our hiring decision based off these metrics. Over time, we plan to add better metrics and cull the ones that aren't a better predictor of excellent hires.
We do not look at resumes, CVs, etc.
We do not whiteboard candidates. We do not fly anyone anywhere for a stressful in-person interview.