So my buddy Iwan Gulenko is a rare beast - an ex-developer turned tech recruiter. His unique perspective gives him the confidence to directly engage with technical stakeholders, leading to fantastic stories like these. Recruiting - it’s a messy business. 

Aline Lerner consistently produces high quality evidence based recruiting content. Check out this comprehensive analysis on tech interviews. It’s a long read but a must read and must share. 

Excellent resource from our buddies at Toptal - useful for any recruiter hiring for IOS. Take a look a folks. 

So this a a cheat sheet for developers who want to pass tech interviews. So obviously useful for tech recruiters. 

It’s always fun to see self criticism. Some well known software engineering myths - which we as tech recruiters will have heard before - get put through the rinser. It’s a great post

Important for us recruiters to know that this is still a controversial topic amongst the programmers themselves. Context is king, as in everything, when examining ‘code quality’

Great resource created by Pedro Rijo - a list of questions to ask Scala devs. Comlete with links, code samples and example responses. Recruiters of Scala devs, take note

A good thought experiment. The issue, as ever, is that interviews are not the right tool to assess functional competence. But we still do it mainly to establish trust. 

So TrypleByte are basically in direct competition with Interviewing.io, on this critically important part of the tech selection process. They are also one of the best data driven recruiting content producers around. Neither of them ask the fundamental question though - what is the real reason we interview people for jobs? It isn’t really to establish whether they can do it. 

If you’re hiring for Software engineers, chances are you’re doing some form of tech interview. It’s a hazardous undertaking which many of us get wrong. Here is a really useful guide on how to do it better. H/T OH subscriber Danny Crook for the share. 

Amazing collection of the technical interview questions, broken down by tech stack. Crowdsourced (of course) by developers themselves on Github

If you’re hiring for a developer, it’s essential you conduct some sort of assessment to confirm required job knowledge. Asking candidates to do an entire project for free (for the reward of an unpaid internship, no less) is going way too far. Cue outrage on reddit.  

The mental models we use to assess software engineers come from sales & marketing. How about we apply engineering principles to interviewing engineers? Takes an engineer to do it so here’s fantastic post from Wesley Aptekar-Cassels on what it might look like if we applied engineering principles to hiring engineerings. H/T long time brainfooder Stevie Buckley for the share

Can’t agree with every point Mike Acton makes here, but full credit for understanding the value of challenging tech jargon. Obsfucation is often used to mask a lack of knowledge or thinking. This guide is useful for tech recruiters, as well as non-tech managers.

An early post by Susan Fowler, who may have inadvertently sparked Uber’s annus horribilis with her viral blog post on gender discrimination (read it here) in Feb of this year. This is a great post on how to structure, capture and think about an architectural interview.