Interviews themselves need to continue to evolve. The process itself needs to be repeatable. It needs to predict the candidate’s aptitude at the actual job to be done, and not merely be a system to be gamed.
You can’t fix diversity in tech without fixing the technical interview. Here’s the data.
Aline Lerner

We both agree on the non-determimistic nature of the game, but what do you suggest to make it more holistic and reflective of the expected work? How should it be?

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