I find that companies don't know how to interview, and therefore the individuals doing the interviews have no clue what they are supposed...
I find that companies don't know how to interview, and therefore the individuals doing the interviews have no clue what they are supposed to be interviewing a candidate for. If teams would prepare ahead of time, they would create a schedule for the process with specific steps for specific areas of interest: personality and fit, general algorithms, design approach experience, domain expertise If core to the role, ability to work well with others, general approach to the craft, approach to quality, money expectations, check for previous projects, references, etc. I have been in interviews where 8 people try to compete to see who asks the most bad axx question with no flow whatsoever. Or other times is the "big shot" with experience on the latest framework of the day who has no experience in other things at all. What a waste of time. My approach sometimes, particularly with the younger interviewers, is to pause the interview, ask them what they are interested in knowing, and then give them some hints, through comments, about the questions they should be asking me. For "how many balloons fit in this building" question, I ask what is the purpose of the question. Sometimes they don't know! Then I say "let's figure this out together." And then have a little fun together while showing estimation skillS or asking clarifying questions: is it regular children balloons or hot air ones? For coding questions: pull out the laptop and show them. People: prepare your interviews. Candidates: take control of the interview if the company didn't. You already invested the time so might as well help turn it around.
Posted by hyperliner on May 10, 2015, 4:58 AM
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The biggest problem with having an LLM do this, from what I've observed of at least frontier models, is that the way they are trained...
The biggest problem with MOND is that it was hand-crafted with additional parameters simply to fit the data.
(My comment is about detached houses).
The biggest problem with this is that I can't run my company's own internal benchmarks against this API, because they will be trained int...
> steer Claude away from over-engineering parts of the system in response to hypothetical concerns.
Why is there no comparison with FLUX 3 Image?
> our Git monorepo was developing an annoying problem Sentences like this are so common from people using monorepos that I am convinced ...
Why is there no contact form?
I find that companies don't know how to interview, and therefore the individuals doing the interviews have no clue what they are supposed...
I find that companies don't know how to interview, and therefore the individuals doing the interviews have no clue what they are supposed to be interviewing a candidate for. If teams would prepare ahead of time, they would create a schedule for the process with specific steps for specific areas of interest: personality and fit, general algorithms, design approach experience, domain expertise If core to the role, ability to work well with others, general approach to the craft, approach to quality, money expectations, check for previous projects, references, etc. I have been in interviews where 8 people try to compete to see who asks the most bad axx question with no flow whatsoever. Or other times is the "big shot" with experience on the latest framework of the day who has no experience in other things at all. What a waste of time. My approach sometimes, particularly with the younger interviewers, is to pause the interview, ask them what they are interested in knowing, and then give them some hints, through comments, about the questions they should be asking me. For "how many balloons fit in this building" question, I ask what is the purpose of the question. Sometimes they don't know! Then I say "let's figure this out together." And then have a little fun together while showing estimation skillS or asking clarifying questions: is it regular children balloons or hot air ones? For coding questions: pull out the laptop and show them. People: prepare your interviews. Candidates: take control of the interview if the company didn't. You already invested the time so might as well help turn it around.
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