What an excellent talk on creating an interview process for SREs. Love to see science and data being the basis for constructing the interview process and making hiring decisions.
All interviews should be like this. I'm currently going through the interview process at Linkedin for SRE and it is hands down the best interview process I have ever been a part of on either side of the equation.
Good talk. This pretty much describes how we recently found a great SRE. Culture and judgement is 90% of the job. Skills come and go and can be learned. The remaining 10% is the intangible that an interview wouldn't flesh out anyway and is why people matter. btw, run lsof for the disk full question.
Your screening process used to suck: In 2014 you guys considered definitions of a terms/words more important than actual experience or problem solving skills. Also I hope you guys stopped using torrent to transfer your deploy to your webservers, it slows down your site and brings down instances. And if a job applicant tells you that in an interview, you should be impressive and take it as constructive criticism; encourage your employees to give criticism because it's almost 2020 and your site is SLOW! I'm glad someone came in and cleaned up Linkedin's hiring process, so thank you.
Kind of negative. As part of an SRE team, this is just a label. The mentality is shifting. Look for the change mentality coupled with the skills to support innovative change, not the title and whether or not they feel like they are good enough for you. The culture at Linked In sounds awful based on this. I know most DevOps teams would cringe at the sound of this... if someone asked me why I thought I was good enough to work there, I'd say, "I guess I'm not. Bye..." Would. Not. Deal. With. That. Day In. And. Day. Out.
What an excellent talk on creating an interview process for SREs. Love to see science and data being the basis for constructing the interview process and making hiring decisions.
All interviews should be like this. I'm currently going through the interview process at Linkedin for SRE and it is hands down the best interview process I have ever been a part of on either side of the equation.
Good talk. This pretty much describes how we recently found a great SRE. Culture and judgement is 90% of the job. Skills come and go and can be learned. The remaining 10% is the intangible that an interview wouldn't flesh out anyway and is why people matter. btw, run lsof for the disk full question.
I got so much value from this video that I'm going to have to use some of whats here in a new management role that I am starting soon!
Great Talk ... and yes it's all about the experience you give to the candidate soever he is hired or not.
Your screening process used to suck: In 2014 you guys considered definitions of a terms/words more important than actual experience or problem solving skills.
Also I hope you guys stopped using torrent to transfer your deploy to your webservers, it slows down your site and brings down instances. And if a job applicant tells you that in an interview, you should be impressive and take it as constructive criticism; encourage your employees to give criticism because it's almost 2020 and your site is SLOW!
I'm glad someone came in and cleaned up Linkedin's hiring process, so thank you.
It’s just a job no matter how much kool-aid you drink. This dude power tripping so hard but yes a lot of good points in there.
I'm 100% with you on the coding puzzles and algorithm design questions part!!
Great talk!
Kind of negative. As part of an SRE team, this is just a label. The mentality is shifting. Look for the change mentality coupled with the skills to support innovative change, not the title and whether or not they feel like they are good enough for you. The culture at Linked In sounds awful based on this. I know most DevOps teams would cringe at the sound of this... if someone asked me why I thought I was good enough to work there, I'd say, "I guess I'm not. Bye..." Would. Not. Deal. With. That. Day In. And. Day. Out.