<story><title>The Hiring Post</title><url>http://sockpuppet.org/blog/2015/03/06/the-hiring-post/</url></story><parent_chain><item><author>tptacek</author><text>Author.&lt;p&gt;I can talk in a pretty good amount of detail about how exactly our process worked, if anyone has any questions.&lt;p&gt;And, to head off a concern a reviewer gave me: from 1997-2005, I was a full-time software developer; I shipped shrink-wrap boxed software on Windows and Unix in the 1990s, then appliances deployed at tier 1 ISPs. I&amp;#x27;m a &amp;quot;software person&amp;quot; more than a &amp;quot;security person&amp;quot;.</text></item></parent_chain><comment><author>Micaiah_Chang</author><text>Have you ever read &lt;i&gt;The Checklist Manifesto&lt;/i&gt;[0]? I may be reading too much into this post, but the lessons you learned from this interview process have frighteningly close parallels to the lessons in the books. I doubt the book had any influence on your interview process, seeing as it was published after the interviews were formalized, but the book seems like it might have new lessons.&lt;p&gt;For example, a good portion of doctors absolutely hated using checklists. Yet, when pressed, readily admitted that it prevents simple mistakes and that they would prefer to have them rather than not to. Another is that entries that address more human concerns, e.g. &amp;quot;Have everyone introduce themselves&amp;quot;, have a place on good checklists.&lt;p&gt;[0] &lt;a href=&quot;http://www.amazon.com/Checklist-Manifesto-How-Things-Right/dp/0312430000/ref=sr_1_1?ie=UTF8&amp;amp;qid=1425687523&amp;amp;sr=8-1&amp;amp;keywords=checklist+manifesto&quot; rel=&quot;nofollow&quot;&gt;http:&amp;#x2F;&amp;#x2F;www.amazon.com&amp;#x2F;Checklist-Manifesto-How-Things-Right&amp;#x2F;d...&lt;/a&gt;</text></comment>
<story><title>The Hiring Post</title><url>http://sockpuppet.org/blog/2015/03/06/the-hiring-post/</url></story><parent_chain><item><author>tptacek</author><text>Author.&lt;p&gt;I can talk in a pretty good amount of detail about how exactly our process worked, if anyone has any questions.&lt;p&gt;And, to head off a concern a reviewer gave me: from 1997-2005, I was a full-time software developer; I shipped shrink-wrap boxed software on Windows and Unix in the 1990s, then appliances deployed at tier 1 ISPs. I&amp;#x27;m a &amp;quot;software person&amp;quot; more than a &amp;quot;security person&amp;quot;.</text></item></parent_chain><comment><author>cyounkins</author><text>How do you avoid wasting time on candidates that are a poor fit? When we advertise for an open position we get a ton of unqualified candidates.&lt;p&gt;In your post you say, &amp;quot;At my last firm, we had the “first-call” system. Every serious applicant got, on average, 30-45 minutes of director-level time on the phone before any screening began.&amp;quot; You seem to continue on from that point. What happens before first-call?</text></comment>