The nice thing about it is that it scales to whatever level you need it to. We've had junior candidates with no real Ops experience diagram synthesizers that they've created. Then we ask questions to gauge their level of understanding. We have a general idea of what it means to be at each of the clearly delineated levels on the team and we ask questions to what seems like the appropriate level. We've had candidates come in to interview for senior positions and during the interview the team drilled down to what we felt like were lead candidate levels and we offered the candidate a lead role instead of a senior.
We call out in the pre-interview handout exactly what we are going to do and what we expect and we let the candidates bring what they think is best. For senior, lead, and staff candidates we call out that bringing something that the team is familiar with as well, will be beneficial to the candidate and to the team.
It's really allowed us to do our best evaluation of candidates in a reasonable amount of time. We have two technical exercises and they take ~1 hour total. We may still be getting false negatives, but we're not getting false positives. Hire hard, manage easy, right?
We call out in the pre-interview handout exactly what we are going to do and what we expect and we let the candidates bring what they think is best. For senior, lead, and staff candidates we call out that bringing something that the team is familiar with as well, will be beneficial to the candidate and to the team.
It's really allowed us to do our best evaluation of candidates in a reasonable amount of time. We have two technical exercises and they take ~1 hour total. We may still be getting false negatives, but we're not getting false positives. Hire hard, manage easy, right?