Google the phrase “Tech hiring is broken” and you’ll find roughly 21 million results. You’ll walk away from those articles with more questions than answers. Does whiteboarding really evaluate a candidate’s practical skills? How do you respect a candidate’s time? How do you avoid being exclusionary to minority groups? How do you hire junior candidates? How do you _really_ hire for culture fit? I’ve spent significant time shaping the interview process at the companies I’ve worked for, and I have learned some valuable lessons, You’ll learn about crafting an inclusive hiring process, efficiently evaluating technical skills, patterns in candidate submissions, and how your code is a reflection of culture.
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“Tech Hiring Is Broken” Is Broken
Nicole is a Senior Engineering Manager at The New York Times. She cares deeply about improving tech hiring, agile processes, remote work, and cross-functional relationship building. Nicole has previously worked as a frontend engineer at Tablet Hotels and Manfold.co, and as an engineering leader at CircleCI and Gatsby. Prior to her pivot to the tech industry, Nicole studied and worked as a classical musician.
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