(addendum, 5/4) We're OK with the weaker web/deep correlations, those sections are broader and test a couple different things (and they ARE predictive of the section-wise score).
Overall, we're very happy with this. There's things to work on, but when your qualitative judgments produce such nice quantitative values, that's a good sign. (4/4)
Bad things:
- The third algos question is weak (yellow within block, w/algos section, and with overall). We should probably change that. Web q's OK, could be better.
- Coding correlating more with comms than conceptual question is odd. Comms are anchoring a bit too strongly on sys design. (3/4)
Good things in this data:
- Mid-high correlation within sections. Means diff questions in each section are getting @ same skill.
- Low-mid correlation between sections. You'd expect some general factor (hence the ~0.2-0.4 all over), but you want each section to test different things. (2/4)
A table of pairwise correlations among interview questions and overall results. Blocks, corresponding to interview sections, are highlighted along the diagonal. Within each block, correlations are high. Between blocks, they're low. A few rows stand out, particularly the third algorithms question (which has a weaker within-block correlation than it should).
A quantitative look at our interview data so far: pairwise pearson correl for every question+section+overall score on our interview. Each interview section is blocked with a thick outline.
Goal here is: blocks should be green, between blocks should be yellow/off-white. (1/4)
The only reason tech was ever different was that skilled workers had labor power. Post-ZIRP/2022-2023 downturn, workers stopped having excess labor power, and labor conditions reverted to the mean.
Tech mistook labor extracting concessions for a principled difference in management styles.
Okay, definitely not the most intrinsically-exciting role we've ever had hiring with us - but it pays well and keeps the WLB expectations reasonable.
www.otherbranch.com/engineers/jo...
New job posting up for you platform-eng types who are tired of working for PMs and not developers. www.otherbranch.com/engineers/jo...
There's a lot of variance in the reasons engs turn down a lead. Here's the ~33% of msgs we send that are declined.
Clockwise from 12:
WLB (🟦)
Comp (🟧)
Industry (🟩)
Other job (🟥)
Location (🟪)
Not looking right now (🟫)
Wants a bigger company (🎀)
Bad skill fit (⬜)
Thinks they'd fail (🫒)
Work type (🟦)
Apologies for the slow reply - CEO here and I'd been sick for a bit so I got behind on my socials. Possibly down the line, but not for a while.
Can't imagine why /s
There's a lot of debate about RTO, but something that gets lost in the debate over working conditions is the pragmatic argument: it's REALLY expensive.
www.otherbranch.com/blog/quantif...
#remotework #hiring #ENG
You must first assemble the Kernel of the Silver Monkey...
A bar chart of industries engineers want to work in or avoid. Education, dev tools, health, climate, and ML are all comparable positive preferences in the 10% range, while crypto leads negative preferences by a huge margin at 23% (followed by betting, defense, adtech, and adult entertainment).
From an upcoming blog post - man, engineers *really* don't like crypto.
To be fair you put "looking for a job" in your username, you can't just expect us NOT to cram your inbox. (This is a joke please do not hurt us we're just trying to be witty on the internet)
A screenshot of an announcement that "Retention.com" laid off 40% of its staff.
You had one job!
This post (from Other Blue Site) gets the pain-point right, but not the cause. The problem isn't that HR people are lazy. It's that hiring has become a low-signal firehose that traps them as much as you. Neither candidates nor HR people can solve it without a better *structure*.
We got a guy a job, then talked to him about it.
www.otherbranch.com/blog/slack-c...
Interviewer: "okay but why didn't you select 50000? We really want to see you going above and beyond here."
Why You Should Fail Our Interview - an open letter to everyone who's anxious about their next job interview.
www.otherbranch.com/blog/why-you...
