i have a GitHub account with 7 years worth of contributions, multimillion dollar exit, projects online and previous senior roles on my cv
if they still don’t trust me to do my job, the one i’ve provably done about a decade, their loss
nowadays it’s easier to find high-dollar consulting gigs than deal with dysfunctional hiring processes
advice: get jobs from people you know
I've gotten nearly 100% of the jobs I've gotten in the past 15 years through friends. Interview process real easy after the informal "backchannel" reference check has happened. Just hi, how you doing, when can you start.
better spend more time maintaining those connections
i myself never really practiced algorithms, so in an interview they’ll see me as a weak learner
however the reality is complete opposite - i have spent thousands of hours on piano and guitar and speak 3 languages
i have the opposite of learning disability and learn stuff quicker than many of your algorithm-knowing employees can
they’re not interested in hiring employees, their interest is to get candidates through the loop and to see you fail
this is fine when you’re applying to FAANG, but a terminal sickness when the company is barely known
rather than spending weeks on interviewing, i’d suggest making a open-source contribution or reading a book
the companies, especially startups have a bigger problem than you - they need to show the growth so they can attract more investors. Therefor, if they’re not getting people, they have harder time growing. If they see you as a potential candidate, but you refuse, they’ll bend their back over backwards
The outrage around the technical interviews shows a lack of understanding for the situation companies face when hiring.
The reality is that something closer to 99% of the pool are applying for jobs they're not qualified for (not the same as saying 99% of developers aren't qualified - there's extreme survivorship bias in the pool).
At company X we would hire ~1/400 applicants who applied, and about ~1/20 referrals. At a smaller company I worked for we hired perhaps 1/200.
The thing is, many of these applicants have five to ten years experience (some at FAANG), but can't code at all. It's simply not possible to trust anything on a CV without verifying it. How do you verify this at scale? A pair programming exercise.
Now the training of most interviewers is often poor, but it's far better to go down this route than the HN alternative: hiring without technical screening.