These people get hired purely based on connections - no actual skill. 1 LC easy, some simple python brain teaser should be added to the interview loop when hiring recruiters.
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comments
Flagged by the community.
Personally I think regardless of whether you got an offer from us or not, the fact that you're not working here means our process is WAI. Screening out people who make such unfounded assumptions about others is part of what makes it great to work here.
Not sure what makes me or my colleagues scourges. We come in each day trying to get people jobs at Google. Like most recruiters we have to say no a lot more than we get to say yes, which sucks, and we try to be as humane about it as possible. When we get to say yes, it's the absolute best feeling in the world - I describe it as getting to feel like a real-world Santa.
I'd also be cautious about hoping for purely automated recruiting. Read up on AMZN's recent experiment. I'm not under any delusions about how radically our jobs will change over the next decade, but I am pretty confident that just like people wouldn't want to buy a house without having at least a couple humans involved, most people will want some humans involved in their job-change process. So we'll keep working on figuring out what the uniquely human value we can add is, just like our colleagues in sales (which, by the way, would hardly be a demotion - have you ever talked with successful folks in tech sales about how much they earn?)
Also just saw the edit. In case you were curious, I have a degree from a school you'd have heard of, and I actually grew up in New England. So not only do you make way too many assumptions, but you're also wicked bad at it.
OP, are you okay? I think you should get some help.
That said, it's certainly a good idea for SWE recruiters to know some fundamentals (if for no other reason than so that they can glean some insight about a candidate's skills from any open-source projects they've published, and conduct reasonably intelligent phone screens.)
I've been telling the recruiters on my team that the key to their job security is adding the kind of value that bots can't (at least for now). Really know your hiring managers' needs, really know your candidates' skills & interests (including things like how much money they want to make, what they're trying to achieve professionally / personally, where they want to live / settle down, etc) and do everything you can to make win-win matches happen.
Again, OP, I think your actual suggestion is a good one, but there's no need to be a condescending, gender-normative dick about it.