The One Method I've Used to Eliminate Bad Tech Hires - Mattermark
Let’s be real. Interviews are a terrible way to hire tech candidates. Here’s why paying candidates to solve problems works.
Inside Automattic’s remote hiring process
How can Automattic consistently hire the best people without ever having a single voice conversation? Let’s face it, hiring is tough. When you ask startup founders what their biggest challenge is, …
Interviewing Users (2nd Edition) | Free EBook with Purchase | Steve Portigal
Expert researcher Steve Portigal updates his classic Interviewing Users to provide fresh guidance on interviewing techniques.
HiringCafe - AI Job Search
The #1 Job Search Engine powered by AI. Discover exciting jobs and track your applications in one place. Let recruiters apply to you.
How to write a good job description
This tutorial explains how to write a good job description to attract qualified candidates, including basic rules and examples of effective job ads.
The Non-Programming Programmer
I find it difficult to believe, but the reports keep pouring in via Twitter and email: many candidates who show up for programming job interviews can’t program. At all. Consider this recent email from Mike Lin: The article Why Can’t Programmers... Program? changed the way I did interviews.
Opinion | The Utter Uselessness of Job Interviews (Published 2017)
We use them to try to “get to know” people. It doesn’t work.
Lecture 16 - How to Run a User Interview (Emmett Shear)
How to Write a Job Description | Indeed for Employers
Updated for 2025! Learn how to write a job description to attract qualified candidates. Find info on job titles, qualifications, skills and over 600 job description examples.
PhD Recruitment by @sjgreenwood.bsky.social
The Interview Question Bank for Engineering Managers
Organised by theme, and every question comes with a short thinking prompt
North Korean agents using AI to trick western firms into hiring them, Microsoft says
Firm says AI tools are masking identities of false applicants, who then funnel wages from remote IT jobs to North Korea
The CEO of Automattic on Holding “Auditions” to Build a Strong Team
Reprint: R1404A Mullenweg founded Automattic, the company behind WordPress, in 2005, and began hiring in the traditional way: using résumé screening, reference checks, and interviews. He focused on the experience candidates had and paid special attention to what other start-ups they’d worked for. He and his colleagues invested a lot of energy in the process and believed that they were being as rigorous as they could. But when some hires didn’t work out, they began to examine their approach in light of Automattic’s unconventional philosophy: Work where you want and when you want; you’ll be measured by outputs, not by time spent at a desk in an office. They realized that being well-spoken or charming in an interview often had little bearing on how a candidate would perform the job in question. So they introduced tryouts. After an initial screening, promising candidates are required to work with the company for three to eight weeks (with pay), performing real tasks that are closely related to the jobs they’re applying for, and working alongside the people who will be their colleagues if they’re hired. They can size up the company as it evaluates and provides feedback to them, benefiting all concerned.
What job interviews taught me about Kubernetes
So I've been job hunting lately. Reading job postings, doing interviews, talking to engineering teams at like a dozen companies. And I noticed...
The Last Technical Interview
Today we will pour one out for the vaunted technical interview process, which is on its last leg. And we’ll talk a little about what’s…
