As a manager, how to hire the best talent?
I am an IC and I want to move to a manager role. One of the top questions I am getting in my interviews is how will you hire your team? For the managers out there, what are your tips, best practices, resources or tools for hiring the best people? EDIT: this is not SDE specific. Tech talent hiring in general
LC HARD
Two most important qualities good attitude and aptitude. Doing LC is overrated you dont get pre defined problems ar work.
How do you define good attitude? How you find people with the good attitude and how to validate it?
Do enough interviews. Nothing like practice makes perfect.
Following
Ask LP questions like Amazon and make sure they go into details. Do not hire assholes. One asshole can make your other talented people leave and ruin collaboration. Big ego is an easy way to find assholes. Look for signs of curiosity and desire to learn. See how in the past they have gone beyond their job description and how they have influenced people.
+1 on this. Assholes are a cancer.
Sometimes Assholes create great products Travis, Andy Rubin, Steve Jobs, Elon Musks were all assholes
Factors to keep in mind while hiring : - Clarity in their thinking - EQ ( Determines if they will be a team player ) - Are they the folks who really possess the skills or would play dirty politics once they get in ( avoid these folks ) -Think what motivates them to join your team ( Is it money, interesting problems etc.) and promise/deliver to give them that - As a manager your job is to help the team members to do the job better. This needs to come across when you are interviewing them - Try to diversify your team based on different skillsets. So that there is constant learning that happens between your team members. Smart people always want to work with other smart people - Also, try to treat your folks as human beings and not resources If you do all this, soon, top talent will want to work with you
I confirm this answer. It’s well thought out.
Honestly, I want to work for you just based on this answer.
1. Shows empathy, ownership, responsibility to others 2. Ambitious, always trying to affect change. Not afraid to debate and discuss with seniors 3. One Leetcode easy followed by a hard
Are you open to refer me at Cloudera? I am looking for opportunity at your organization.
Yes DM me
Isn't it a dying company? Have they pivoted away from On-perm tech?
Try to identify their conviction. It can be done using some of the LP principles where scenarios are presented. Eyes light up when an actual problem was solved by the guy. Besides LC medium - easy , take home assignment would do.
Please do not give take home assignments. Those are bullshit
I'd rather do a take home assignment than a LC. Though it has be a true assignment that can be actually done in 2-3 hours tops and also allowed to be put in a public repo. One of the best ones I've done was to implement new features in an existing sample project.
This is a great thread with some really good suggestions! I have hired technical cross-functional teams and took a great workshop as a new manager way back when called “effective interviewing”. It outlines a process for interviewing candidates especially with an eye towards reducing bias and normalizing the selection process. Aside from the technical side, I would look up the Lominger competencies (which I learned about as a part of the workshop) and select 4-5 behavioral competencies that you think are important for building your team and the culture you want to create. It’s a strong research-based framework. There are sample questions for each competency (if you can find the original text/workbooks - which I’ve seen online). You can also create your own questions based on the competencies. If you can, get your manager to pay for you to take the workshop. Also, it’s important to ask the same questions across all candidates to reduce bias and I personally have found it effective to have several people interview and then meet together to discuss each candidate for the same reason. It’s for sure a time investment but worth it if you think about the time to ramp someone up then realize you’ve hired a bad fit and have to start over again. There’s no perfect process but my experience with hiring teams is that this is a good framework. Hope this helps!
2-3x 2 LC med But seriously, good question. Following.