Coding for 20 years | Working for startups for 10 years | Team leader and mentor | More information about me: https://thevaluable.dev/page/about/
Twitter: @Cneude_Matthieu
Coding for 20 years | Working for startups for 10 years | Team leader and mentor | More information about me: https://thevaluable.dev/page/about/
Twitter: @Cneude_Matthieu
Totally agree. How the team works together (and how the members communicate) is really important, maybe even more than the technical skills. I believe adaptability and willing to learn is important too.
It depends of the company of course, but I mean if you're maintaining a CRUD application, I don't see the point to have highly skilled engineers capable of writing a Fibonacci recursion in 12 languages.
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Totally agree on that. I would try to determine as well some soft skills, like the ability to speak about ideas he doesn't agree on.
As a second step, I like trial day / morning trial day (payed, please), where the candidate:
The company can see:
Tried it in 3 different companies, it works very well.
Another thing: if the candidate as enough code online, skipping any coding challenge should be possible
Yes, the onsite day works well as long as it doesn't contain supervised coding. I enjoyed such sessions when the focus was on discussions.
Totally agree. How the team works together (and how the members communicate) is really important, maybe even more than the technical skills. I believe adaptability and willing to learn is important too.
It depends of the company of course, but I mean if you're maintaining a CRUD application, I don't see the point to have highly skilled engineers capable of writing a Fibonacci recursion in 12 languages.