Between day jobs and family responsibilities, the current technical interview process benefits those who have the time and resources to prepare, while creating a barrier for those who do not. Despite companies investing 7-9 hours per person on interviewing, they miss out on great talent by testing for memorization instead of practical application of skills. A hiring manager, recruiter, and software engineer share their perspectives and tips on how to redesign the interview experience to be a more effective measure for on-the-job skills, a more efficient process for companies and candidates, and a more equitable experience for candidates. The changes have led them to build some of the most inclusive teams and products.
Programming descriptions are generated by participants and do not necessarily reflect the opinions of SXSW.