Re:Inside Automattic's Remote Hiring Process
by gnicholas on Monday January 04, 2016 @01:02PM
(#10837165)
This is probably because the resumes that the writer receives have already been pre-screened by the CEO.
I tend to think that this pre-screening likely means that they are underinclusive—if anything—in moving candidates through the process. That is probably OK for a company like Automattic, which gets tons of resumes. But for a startup that has less name recognition, it could be more of a problem. Very interest read, overall!
Re:Inside Automattic's Remote Hiring Process
by startlaunch on Monday January 04, 2016 @12:55PM
(#10837115)
Note: This is after a pre-screen from Matt Mullenweg (Automattic's founder & CEO). Matt only passes on the applications that look good to him. Hence the high ratio.
Re:Inside Automattic's Remote Hiring Process
by dudul on Monday January 04, 2016 @12:55PM
(#10837118)
May also depend on how they got the resume. People applying in reaction to an ad? Recruiters? The "quality"of the resumes may depend on the source.
Re:Inside Automattic's Remote Hiring Process
by sandyarmstrong on Monday January 04, 2016 @12:53PM
(#10837102)
The asynchronous text interview seems less expensive in both time and money for Automattic. Perhaps that lets them get away with a higher interview rate?
63 of those have gone on to an interview (25% of applications received)
That statistic stuck out to me and it looks really high. When I've gone through resumes for technical positions, less than 5% looked like something we'd want to set up an interview for. I'm guessing places like Google and Facebook interview less than 1% of their stacks of resumes. Is anyone else in that 25% acceptance range for interviewing programming positions?