A quantitative look at our interview data so far: pairwise pearson correl for every question+section+overall score on our interview. Each interview section is blocked with a thick outline.

Goal here is: blocks should be green, between blocks should be yellow/off-white. (1/4)

Okay, definitely not the most intrinsically-exciting role we've ever had hiring with us - but it pays well and keeps the WLB expectations reasonable.

www.otherbranch.com/engineers/jo...

New job posting up for you platform-eng types who are tired of working for PMs and not developers. www.otherbranch.com/engineers/jo...

There's a lot of variance in the reasons engs turn down a lead. Here's the ~33% of msgs we send that are declined.

Clockwise from 12:

WLB (🟦)
Comp (🟧)
Industry (🟩)
Other job (🟥)
Location (🟪)
Not looking right now (🟫)
Wants a bigger company (🎀)
Bad skill fit (⬜)
Thinks they'd fail (🫒)
Work type (🟦)

There's a lot of debate about RTO, but something that gets lost in the debate over working conditions is the pragmatic argument: it's REALLY expensive.

www.otherbranch.com/blog/quantif...

#remotework #hiring #ENG

From an upcoming blog post - man, engineers *really* don't like crypto.

You had one job!

This post (from Other Blue Site) gets the pain-point right, but not the cause. The problem isn't that HR people are lazy. It's that hiring has become a low-signal firehose that traps them as much as you. Neither candidates nor HR people can solve it without a better *structure*.

We got a guy a job, then talked to him about it.

www.otherbranch.com/blog/slack-c...

Why You Should Fail Our Interview - an open letter to everyone who's anxious about their next job interview.

www.otherbranch.com/blog/why-you...