The Problem
Modern tech interviews have become a nearly universally hated mess that are driven more by egos, power trips, and trends than by efforts to identify a mutual fit for both parties. It wasn't always like this, and now we're taking a stand against these practices.
The Pledge
Therefore, as a hiring manager with a technology company, I commit to the following when interviewing:
Prepare!
Long before we post a job opening, we will sit down as a team and clearly define who and what we are looking for—both technically and personality-wise.
Be up front and candid
Because we're prepared, the first few minutes of the interview will be spent outlining in detail who and what we're looking for.
Put the candidate at ease
This isn't criminal interrogation. If this truly is a high-pressure job (and it probably isn't) we'll state that clearly in the job posting.
No LeetCode, live coding, or take-homes
If we must see code, we'll work together to fix a bug in an open-source project that we agree on during the interview.
Maximum two hours total
We don't like our time wasted, so we won't waste the candidate's. If we can't figure this out in under two hours, our team is unprepared.
Candidates can interview us
They should be encouraged to ask as many questions as they want, at any point in the process. No more "15 minutes at the end."
AI allowed within reason
This is the world we live in now. If we're good at our job, it will be hard for candidates to cheat.
No AI interviewers
All interviews will be conducted by a person. Human connection and judgment are essential.
Location shouldn't matter
In-person is fine, but if we're good at our job, it will be hard for them to cheat regardless of location.
Handle cheating fairly
If we suspect cheating, we'll give the candidate one chance to admit it and stop. After that, the interview ends immediately.
Check our egos
This isn't hazing or a power trip. It's a simple process to find the best fit for both parties.
Bring out their best
That's what we're looking for: the best. This means encouraging them, setting them at ease, and being relaxed, cordial, and positive.
No DSA questions
We want creative, collaborative individuals with skill and technique, not robots who memorize algorithms.
Decision within five days
If we can't make a decision on a candidate in that time, we are unprepared.
No ghosting candidates
They will hear from us one way or the other. If delayed, we'll update them with a clear timeline.
Constructive feedback
If we choose not to hire a candidate, we will offer them 15 minutes of our time to answer questions and provide constructive feedback.
Maximum two interviewers
No more than two people interviewing the candidate at a time. Any more than that and we risk someone on either side not being able to get a good sense of each other.
Take the Pledge
Ready to commit to better hiring practices? Sign the pledge below and join companies that are making tech interviews more humane and effective.