You can’t fix diversity in tech without fixing the technical interview.

In the last few months, several large players, including Google and Facebook, have released their latest and ultimately disappointing diversity numbers. Even with increased effort and resources poured into diversity hiring programs, Facebook’s headcount for women and people of color hasn’t really increased in the past 3 years. Google’s numbers have looked remarkably similar, and both players have yet to make significant impact in the space, despite a number of initiatives spanning everything from a points system rewarding recruiters for bringing in diverse candidates, to increased funding for tech education, to efforts to hire more diverse candidates in key leadership positions. Why have gains in diversity hiring been so lackluster across the board? Facebook justifies …

You can’t fix diversity in tech without fixing the technical interview. Read more »

After a lot more data, technical interview performance really is kind of arbitrary.

interviewing.io is a platform where people can practice technical interviewing anonymously, and if things go well, get jobs at top companies in the process. We started it because resumes suck and because we believe that anyone, regardless of how they look on paper, should have the opportunity to prove their mettle. In February of 2016, we published a post about how people’s technical interview performance, from interview to interview, seemed quite volatile. At the time, we just had a few hundred interviews to draw on, so as you can imagine, we were quite eager to rerun the numbers with the advent of more data. After drawing on over a thousand interviews, the numbers hold up. In …

After a lot more data, technical interview performance really is kind of arbitrary. Read more »

People are still bad at gauging their own interview performance. Here’s the data.

interviewing.io is a platform where people can practice technical interviewing anonymously, and if things go well, get jobs at top companies in the process. We started it because resumes suck and because we believe that anyone, regardless of how they look on paper, should have the opportunity to prove their mettle. At the end of 2015, we published a post about how people are terrible at gauging their own interview performance. At the time, we just had a few hundred interviews to draw on, so as you can imagine, we were quite eager to rerun the numbers with the advent of more data. After drawing on roughly one thousand interviews, we were surprised to find that …

People are still bad at gauging their own interview performance. Here’s the data. Read more »

We built voice modulation to mask gender in technical interviews. Here’s what happened.

interviewing.io is a platform where people can practice technical interviewing anonymously and, in the process, find jobs based on their interview performance rather than their resumes. Since we started, we’ve amassed data from thousands of technical interviews, and in this blog, we routinely share some of the surprising stuff we’ve learned. In this post, I’ll talk about what happened when we built real-time voice masking to investigate the magnitude of bias against women in technical interviews. In short, we made men sound like women and women sound like men and looked at how that affected their interview performance. We also looked at what happened when women did poorly in interviews, how drastically that differed from …

We built voice modulation to mask gender in technical interviews. Here’s what happened. Read more »

A founder’s guide to making your first recruiting hire

Recently, a number of founder friends have asked me about how to approach their first recruiting hire, and I’ve found myself repeating the same stuff over and over again. Below are some of my most salient thoughts on the subject. Note that I’ll be talking a lot about engineering hiring because that’s what I know, but I expect a lot of this applies to other fields as well, especially ones where the demand for labor outstrips supply. Don’t get caught up by flashy employment history; hustle trumps brands At first glance, hiring someone who’s done recruiting for highly successful tech giants seems like a no-brainer. Google and Facebook are good at hiring great engineers, right? …

A founder’s guide to making your first recruiting hire Read more »

Technical interview performance is kind of arbitrary. Here’s the data.

Note: Though I wrote most of the words in this post, there are a few people outside of interviewing.io whose work made it possible. Ian Johnson, creator of d3 Building Blocks, created the graph entitled Standard Dev vs. Mean of Interviewee Performance (the one with the icons) as well as all the interactive visualizations that go with it. Dave Holtz did all the stats work for computing the probability of people failing individual interviews. You can see more about his work on his blog. interviewing.io is a platform where people can practice technical interviewing anonymously and, in the process, find jobs. In the past few months, we’ve amassed data from hundreds of interviews, and when …

Technical interview performance is kind of arbitrary. Here’s the data. Read more »

Engineers can’t gauge their own interview performance. And that makes them harder to hire.

interviewing.io is an anonymous technical interviewing platform. We started it because resumes suck and because we believe that anyone, regardless of how they look on paper, should have the opportunity to prove their mettle. In the past few months, we’ve amassed over 600 technical interviews along with their associated data and metadata. Interview questions tend to fall into the category of what you’d encounter at a phone screen for a back-end software engineering role at a top company, and interviewers typically come from a mix of larger companies like Google, Facebook, and Twitter, as well as engineering-focused startups like Asana, Mattermark, KeepSafe, and more. Over the course of the next few posts, we’ll be sharing some …

Engineers can’t gauge their own interview performance. And that makes them harder to hire. Read more »

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