- Put best 30% into a pile

- Arrange 10min screening call with 20% (randomly selected from this pile)

- Use the screening call to verify the individual can convincing speak to the experience on their CV, and that they are a real person from the location they claim to be from (fake remote employees are a huge problem these days)

- Take a random sample from those who pass the screening call to do a tech interview

- Use the interview to get a better sense of their experience, culture fit, and end by setting a tech challenge

- Follow up on those who complete the tech challenge and make them talk through a few decisions they made (pick a few things in the code to discuss before the interview).

- Those who produce good code, can explain why they made the decisions they did, have good experience on paper and have past all previous steps are generally going to be pretty decent employees

Cut corners at your own expense. A bad hire will cost more in time and money long-term. Don't penalise those who use AI. Penalise those who use AI then can't explain their code.

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aprdm 3 days ago | parent [-]

How do you get the best 30%? 30% of 1k is still 300

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dakiol 2 days ago | parent [-]

Why do you think your company needs only the “best”? Wouldn’t a mediocre candidate do fine? By definition most companies are composed of mediocre individuals, and that works fine.

A bit tired of seeing every company out there thinking they are google, and cannot afford nothing but “the best”.

	▲	aprdm 2 days ago \| parent [-]
		Where did I say that ? I am replying to a post that mentioned it. I definitely want to hire the best matches to the role I am offering tho, but practically will settle for the ones that seem good to work with and that can get the work done.