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Job Location | Hyderabad |
Education | Not Mentioned |
Salary | Not Disclosed |
Industry | IT - Software |
Functional Area | General / Other Software |
EmploymentType | Full-time |
Evaluating engineers for skills, attitude, and potential for learning and growth is one of the most important, yet hardest jobs in an engineering organization. The complexity of people can t be measured, averaged, and compared like time to first byte can, unless we want to hide our unconscious biases in the numbers, too.As the Automattic engineering organization started growing, we went back to first principles, instead of randomly copy/pasting bits and pieces from past experiences and from across the industry. The process we designed reduced bias via text interviews, extra flexibility for applicants, and training for interviewers. A core principle is to test good mutual fit via tasks closer to production closer to the day-to-day work of a developer at Automattic. During different stages, this principle shows in different ways. At the interview, you are free to use Google or Stack Overflow. The take-home test is an existing codebase, instead of an abstract algorithmic task. Our final trial project gives you enough space to show your real programming, architecture, and writing skills. It s okay if you don t get everything right the first time we will give you feedback and you ll be able to take a breath before you respond and make it right.Using this process we ve hired a few hundred great engineers who have helped build and maintain our plethora of products and retention and engagement have been consistently higher than industry averages . Scaling a process like this, though, has been a tough challenge and we need help.As a next step in our scaling efforts, we re looking for a few full-time engineers to join our Developer Experience team and work together with our current hiring group of engineers and recruiters. Here s what the day-to-day work would look like:
Keyskills :
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