@zachklipp @jessewilson

> At my non-fictional job we do take-home programming assignments; they’re much more predictive of programming ability.

We hope. Is anyone actually tracking that?

@rjrjr @jessewilson

I've read they're also more biased for people who have the spare time to actually _do_ a take-home assignment. Which is why, at least the last I heard, Square gives candidates a choice.

But it's also depressing that apparently the only way to get decent signal on a candidate is to ask them to do an unpaid side hustle.

@zachklipp @rjrjr @jessewilson I don't like take homes for this reason, they are often a measure of how much extra time the candidate had available, which biases against, e.g., people with young children.

@zachklipp @rjrjr @jessewilson But every interview process has incidental bias against something, and the problem of defining objective long-term success metrics let alone predicting them based on a short interview process is close to impossible, so ¯\_(ツ)_/¯

@robd @zachklipp @jessewilson I feel good that we're offering candidates any kind of choice in the whole process. I hope that on balance we're opening doors. I can think of specific, _very_ senior individuals who simply can't negotiate our traditional on-site pairing sessions.

@rjrjr @zachklipp @jessewilson I like the idea of giving candidates a choice. (I don't think we were doing this when I was last at Square.) Early in my career I would have jumped on a take home, but now the rigid time box of an onsite sounds much more appealing.

Does it cause apples-to-oranges problems when comparing candidates? Or just give offers to any number of people who clear the bar?

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