And that discernment, at least in part, comes from understanding what that code is really doing.

I get 45 minutes face-to-face to develop an opinion as to whether or not a candidate can do the job well. I value candidates who’ve not only asked “what?” but have also asked “why?”

I’ve no doubt my approach has filtered out people who would have done good work. I’ve certainly passed people through that didn’t work out for various reasons. But generally, my approach has served me well so far.