I've asked a similar question to candidates, which allows me to have an open ended conversation.
I've asked a similar question to candidates, which allows me to have an open ended conversation. My question is: "On a scale of 1 to 10, how do you rate yourself as a programmer." The answer to this question rarely matters, but it opens up room for follow-up questions. For example: 1. Why did you pick the score that you did? 2. Have you identified areas of improvement that will help improve your score? What are those? 3. What are you doing to improve in the identified areas, and when do you think you will get there? 4. Give me an example of a strength that contributes to your current score? What is the sample population that you used to evaluate that strength? etc... I ask this question towards the end of the interview, and only if I have decided to hire the candidate, and only if there are no more specific questions to ask. Asking this too early and before having enough data points from specific questions, is a waste of time and energy - both for me and the candidate.
Posted by tapan_k on Mar 4, 2015, 6:51 AM
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Raise real-world problems, find people facing the same issue, and discuss solutions.7,500 issues0 comments
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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've asked a similar question to candidates, which allows me to have an open ended conversation.
I've asked a similar question to candidates, which allows me to have an open ended conversation. My question is: "On a scale of 1 to 10, how do you rate yourself as a programmer." The answer to this question rarely matters, but it opens up room for follow-up questions. For example: 1. Why did you pick the score that you did? 2. Have you identified areas of improvement that will help improve your score? What are those? 3. What are you doing to improve in the identified areas, and when do you think you will get there? 4. Give me an example of a strength that contributes to your current score? What is the sample population that you used to evaluate that strength? etc... I ask this question towards the end of the interview, and only if I have decided to hire the candidate, and only if there are no more specific questions to ask. Asking this too early and before having enough data points from specific questions, is a waste of time and energy - both for me and the candidate.
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