Hiring screening optimizes for fast thinking, but IT success depends on slow thinking.

I once worked with a company that had a take-home assignment as the first stage of an interview process. Ugh. Here are my suggested alternatives.

When you can't afford to hire an expert, “moneyball it”. Hire a fractional expert.

For a first hire, select a candidate with seniority in line with the role's ability to destroy your business.

One simple question that can help separate the novices from the experts.

How often would an otherwise great candidate simply not continue the application process due to your filtering criteria?

For the vast majority of roles, hiring the "best" is simply a waste of recruitment time and effort.

I was making really great progress at instilling a culture of quality until the pressure above from to "hire more people!"

Just about the last thing I really care about is someone's actual ability to code.

Somewhere, long ago, I learned of a technique I like to employ when onboarding new team members

Can we avoid conflating DevOps with operations in job titles?