Read on Twitter
This tweet is accurate - this attitude was held by a non-trivial # of EM peers when I joined in 2016.
However that may have been who we were but it’s not who we are today. More in the
but TL;DR - over the past 5 yrs @Twitter we’ve worked hard to completely overhaul how we hire https://twitter.com/shaft/status/1355696154990628864
However that may have been who we were but it’s not who we are today. More in the
but TL;DR - over the past 5 yrs @Twitter we’ve worked hard to completely overhaul how we hire https://twitter.com/shaft/status/1355696154990628864
First: this rubric is gone. Full stop. If it ever came back I’d go on a table flipping rampage. It shows a worldview that is hopelessly narrow and betrays an ignorance about the quality of universities around the world, as well as less famous but very talented eng companies. 2/
Second: it’s not rocket science what we’ve changed. We re-examined our processes and made changes like standardized rubrics, requiring job analyses for each profile, and having an experienced calibrated interview shepherds shadow hiring huddles 3/
Raising your hiring bar and caring about inclusive practices aren’t mutually exclusive. Raise the bar on things that matter: growth mindset, flexibility, and yes, coding ability. We try to design rubrics that test that, not one’s pedigree. 4/
Finally: eng and recruiting need to be aligned. We’re so lucky to have someone like @STEMDrMGD and her team working with us. It’s awesome having a partner who pushes herself and us every day to be better at this. 5/
Are we done? No. You can also do more to reduce bias, mine for great talent in more places, and more. It’s not a perfect science. We’re iterating constantly. I’m lucky enough to have a role that lets me focus on this issue even more this year. 6/
Anyhoo, if you wanna chat about this sort of thing I’d love to hear what you are all doing at your companies. DMs open.
