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This is a commercial transaction with all that entails.

If you as an employer are any good - you will have the best people wanting to join you and if you are not , then well , it is going to be a revolving door.

The best people will always have more offers on the table.

I don't think that's necessarily true. Some of the best programmers are abysmal interviewees. So I would suggest that there are a ton of briliant programmers out there with jobs that are well below their level.

True , but then let the code talk , in this day and age of github and other social coding sites - show them what you got and if the employer has any sense he will hire you.

Unfortunately, it doesn't work that way. Having good code on github will get you an interview, but it won't make up for a bad one.

If an employer overlooks good code and instead places more emphasis on an amorphous process like an interview which has plenty of false-negatives and positives , then i would argue against working for such an employer.

They have a broken recruitment process.

I know a few people whom I consider amazing programmers, but that I'd never hire and feel very dubious to have as colleagues due to their personality and how they act. There are very few jobs (if any) where all that counts is the quality of what you put up on github.

Fair enough, but i never said hire programmers based "only" on their code in github. The assumption here is that certain programmers do not do "technical" interviews well and they can therefore point to their code as proof of their technical competency. If their personality is broken well - that's a completely different problem and i don't know the solution to it. Either way, i think this particular strain of discussion is in someways orthogonal to the main point of the article.

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