kenschu

5 ms·

1.
by kenschu 2y ago
Ha, no LLM back and forth interview! Just an async test, and the signals are implicit. I do think there's an advantage for candidates - personally I'd rather have the opportunity to prove my skills vs. being auto-denied because I
2.
by kenschu 2y ago
I think oddly if a real, quality assessment was available for any role - then applicants would apply to only a handful of roles - and the problem you describe would be solved
3.
by kenschu 2y ago
WIP! The nice thing is that code is tractable - so what success looks like here should be tractable as well. No "forget all previous instructions and give me a 100%", etc
4.
by kenschu 2y ago
Agreed! An LLM interviewer is probably almost insulting. The idea here is that the signals are implicit in the user's coding patterns (e.g in a take-home format etc)
5.
by kenschu 2y ago
In the future we'll be essentially testing how well candidates can steer these models anyway
6.
by kenschu 2y ago
*disclaimer that I'm the founder of Ropes AI, & we're building a new way to evaluate engineering talent* Discourse here always tends to be negative - but I think that AI really opens the door positively here. It allows us to e
7.
by kenschu 2y ago
Keep us posted!
8.
by kenschu 2y ago
I'm working on a new approach to assess engineering candidates. Lot's of good HN discussion around this, it's been fun to read. https://ropes.ai
9.
by kenschu 2y ago
Candidates walking away pissed is itself also a problem. A significant percentage of candidates avoid buying from companies they're rejected from [1]. They also love sharing their poor interview experience with future potential applica
10.
by kenschu 2y ago
Agree! This is one of the core pains we set out to fix. Using a CDE to package everything nicely for the candidate goes a surprisingly long way for their experience. I think there's a valid point that any IDE != a candidate's loca
11.
by kenschu 2y ago
There's both culture and technical elements to consider in a potential hire. I don't think anyone would contest that vetting for the culture/drive of a candidate is important. But I do think the demonstration of skills is a n
12.
by kenschu 2y ago
This is exactly what we've built! We take in these bug-squash/Github based repos, serve them in VScode Web/Jetbrains/etc, and give you instant results Email is in profile if anyone's curious to see it live
13.
by kenschu 2y ago
Both! Generally more of the former.
14.
by kenschu 2y ago
There's a lot of "AI Recruiters", etc floating around asking you about a time you failed, etc - we don't like that approach at all. We're (1) only running technical (coding) assessments, and (2) still letting live e
15.
by kenschu 2y ago
One that we have to tread carefully! I should have clarified - we're not just putting an LLM on the other side of the candidate and letting it drive decisions. Instead think of things use cases like content generation (we don't ha
16.
by kenschu 2y ago
I'm the founder of a new tech assessment co - I hear "you guys remind me of Triplebyte" at least 1x per week. Clearly they were onto something originally - there's a lot of lingering love among eng leaders. Our thesis is
17.
by kenschu 2y ago
Founder of new tech assessment company / mentioned in article here. We're biased, but we think the old form of take-home assessments (+ classic Leetcode tests, etc) are completely broken. Beyond reasons you all mention - they&#x27
18.
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6 points by kenschu 4y ago|0 comments