It's becoming more important to assess candidates based on their skills and projects rather than their educational background.

Hiring for remote work involves assessing candidates through practical projects rather than just interviews to gauge their self-management skills.

Engineering interviewing is a field where many common beliefs are misleading; for instance, evaluating past work does not predict job performance as effectively as practical programming assignments.

Most tech companies follow a standardized hiring process, which includes resume screening, recruiter calls, technical phone screens, take-home projects, and on-site interviews.

If you're struggling to source candidates, be less aggressive in screening them out early in the process to increase your chances of finding qualified applicants.

In early-stage startups, it's important to run structured interviews even if you can't standardize the process due to the small number of candidates.

Avoiding bias from credentials during interviews can help identify skilled programmers who may lack traditional qualifications, which is advantageous for startups.

The core problem in interviews is the tension between measuring quick problem-solving skills and the ability to handle larger projects over time. Many of the best programmers have numerous job options, making it challenging for companies that require a trial employment period to attract them.

Job boards can be a source for hiring, but they often lead to a high volume of unqualified applicants, making the screening process time-consuming.