Ask HN: What about fixing recruitment?

Someone has to stop at some point and stand. By that I mean Google, Facebook or any other influential companies. Enough of these stupid technical interviews. No more college like questions, no more stupid puzzles, stupid algorithm questions. We don't like white boarding crap, we don't need it. Last time I wrote a function on a whiteboard I was 12 years old learning how to code. Today I'm in my mid-30's. Slack actually did it, they stopped evaluating candidates like that, but it's a tiny player in the space. As I said we need big players doing the same thing. It all started with Google back in the early 2000 and everyone followed. It is such a mess honestly... a startup itself wouldn't fix it. It has to be fixed by each and everyone out there.

Good luck. The problem is that companies want to replace having competent staff with mediocre, untrained idiots following some magical process and that is expected to give good outcomes, which obviously won't fly.

Funny enough, the same stands for producing software in big companies: mediocre programmers plus magical methodology is supposed to give good software reliably.

> Why do so few tech people become recruiters?

The same reason as why so few tech people become managers or accountants: we want to keep working in our field. Is it surprising?

Some of the things I like: customer first, open source contributors, remote-friendly, open communication, etc.

But the thing is, KeyValues let's you pick stuff you like, based on stuff employees generally look for. And it shifts more burden onto the employer to define and explain their culture.

I think employers would fare better if they holistically evaluated people.

That part of shifting the employers to think and interact more is essential. Just throwing around code golf while they accept 1000 resumes and repost every month, when only one space is open - isn't a talent quest - it's spurning a class of sincere developers who are job seekers.

There could be something there as a few of the people I interviewed had highly custom systems. But I think the ones that could make something work even with tools like Salesforce were ultimately the more successful.