devscreen

I posted it as I thought it was relevant to get a glimpse into the culture of both companies. I was surprised at how both companies managed it.

Also of note is the recent news that Sprinklr confidentially filed for IPO: https://techcrunch.com/2021/03/15/customer-experience-startu...

I'm working on improving how companies screen and hire engineers. My experience over 10 years as an engineer is that Leetcode and whiteboard coding aren't good indicators of future performance of candidates.

I'm building a system that will automatically sin up a github project with a pull-request to review, or an issue to fix. Further test-types are planned but I will launch with these two. No matter the skill level of an IC engineer, they will need to carry out effective code reviews and fix bugs. I think that the PR test will be good for senior candidates while the bug fix test will be good for junior - mid-level engineers.

I have a basic landing page where interested people can sign up to be notified when it's ready: https://devscreen.io/

Let me know what you think! The goal of this is to improve the candidate experience and make better hiring decisions.

Edit: quick thanks to u/dvt for starting this thread. It was a fun read!

This isn't true, the only thing that is "fake" is how much time they spend asking questions. From speaking to a "dragon", they spend about 45-60 minutes assessing the product/idea. After that, if they choose to invest, they invest.

This is seriously cool. Unfortunately I have no use-case for it in the product I currently work on, but still fascinating to flick through the source code and play with it.

How do amber alerts work? When I lived in SF I got SF-related alerts. I don't know enough about how they work - but it sounds like tech that could be re-used for major emergency alerts.

That is an aggressive timeline to drop android support!

Started working on my first side project! It's an alternative way to screen developers that I think is better than anything that's currently out there. I'm interested in hearing feedback on the idea.

You provide JSON data that will be exposed through an API which candidates will use. They are given instructions on how to parse and manipulate the data. Then they POST the response to you. If the response is 200 OK - they've passed and they can upload their code for your team to review and decide if they should go to the interview stage.

I think this has lots of benefits:

- It's gives candidates a real-life problem to solve. Most, if not all software developers will have to interact with API's and manipulate data.

- Candidates can use their own dev environment that they are comfortable using.

- It saves the company time. They can choose to only assess the code of people who pass the test.

- It makes for a good candidate experience. I think it reflects well on a company if their interview process is close to real-life work.

Hoping to ship the beta version of this next month

Hardly a fair comparison. You will not blow your (and potentially your family's) savings by browsing facebook and seeing being shown ads.

This is very cool! But I'm not sure how many companies it is suitable for. Any non-dev I work with does not use github, and it would not make sense for them to. I get that Github are releasing an MVP and this will improve but I've found facebook workplace to be pretty awesome for this use case (non-realtime communication / team and company announcements).

I'm usually quite bullish on Snap. They seem to be doing some things right. From the outside, they seem overstaffed so it's good to see them reducing headcount. The fact that they're rebuilding the android app completely sounds like a bad idea that will be a bit of a timesink.