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@aatifh
1. What defines a “technical expert” or a “top engineer”? (Please gimme something more than “Googler”, “ex-Googler”, “Microsoft veteran”, etc.)
2. As a software engineer who’s actually interviewed many engineering candidates (for my own startups, for startups I advise, for friends’ startups, and for companies I’ve worked for), I know that being a software engineer doesn’t immediately make you qualified to *properly* interview engineering candidates. Proper interviewing involves more than dealing with code and I’ve seen software engineers fuck up interviews so many times already. (Let’s not even mention dealing with minority candidates.) Do you understand this problem and how are you dealing with it?
Hi @jonathanmarvens, good points.
1. We have a strong internal curation process where we look at the developers' credentials in terms of their contribution to the open source projects, vast experience (anything above 7 years) in programming, have worked with more than 8-10 programming languages, Stackoverflow, Github, etc. followed by a couple of 1:1 calls with the developers before we get them on board as a "technical expert".
2. Totally agreed with you. Being a programmer myself for the last 8 years, I know for the fact that, being a great software engineer doesn't necessarily mean that one could be a great interviewer. Interviewing requires a lot of soft skills. We do a mock interview with our experts to get a complete sense on their interviewing skills. We also have a rating process where we rate interviewer in order to maintain the quality of the interviews.
Let me know if this makes sense to you. :)
As someone who has done several interviews I don't see this being great for me having an outsider interview. They know nothing of the culture of that business.
Hi @nickprkins, makes sense. Aircto's interviews are technical interviews. Our experts never gauge for the candidate's cultural fit for the company because every business has their own culture. Though, we do vet for the passion for programming apart from the technical skills of the candidate.
Hi @brucebolton,
Good question. Scheduling is handled by our system. So, while uploading the resume of the candidate (with a brief JD) you can decide the turn-around time for the interview with your preferred date/time. We have 2 methods:
1. Priority Interviews: The interviews are conducted within 24-36 hours.
2. Standard Interviews: The interviews are conducted within 3-5 days.
Let me know if you have any more questions related to this.
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Cool concept... and could be quite useful, but I'd recommend redoing the audio track of the video with a person that is accent neutral, she is hard to understand quite a few times and this takes away from what you are trying to do.
[I'm foreign myself so I understand and value diversity in case it's not clear from my comment but in sales you have to remove the barriers sadly... ]
@akshayibanez great idea! To those concerned that candidates will be turned off when they discover the interview is being conducted by a 3rd party, I think honesty is the best policy. The CEO / hiring manager could explain they don't have a technical background or have had trouble evaluating tech ability in the past. I'd be way cooler with that than discovering the Aircto doesn't actually work for the company.
this is a great idea. at the start of Vungle, we had to ask our engineering friends (that we were lucky to meet via the angelpad incubator) to help interview our first few engineering hires.
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