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Depending on who you are, having a personalized interview may make perfect sense. I'd say hiring a senior developer or a team lead should always take it.



Agreed, but without knowing the context I responded on this emails face value.

I would also worry hiring a team lead/senior dev who appears to be combative from the initial screening


I wouldn't be concerned with their being combative. I'd be concerned that, without any attempt to make sure they knew the full context, they assumed ignorance or stupidity on the part of the hirer.

This kind of approach is fine for a junior. I'd even encourage it because there's an attempt to change the parameters of the problem which is something we often have to teach people as they progress.

For a senior position, not so much. I mean, it might be that they're ignorant or stupid, in which case you've probably dodged a bullet when they don't hire you. Or it might be something else entirely.

A more sensible approach, in my view, would be to ask what they were looking for with the HackerRank test in a subsequent face to face. If they say that they don't have a better way to determine developer competency then, sure, suggest that you may be able to help with that when you join.

If it were me interviewing, I'd be particularly interested in suggestions that a) were developed from successful prior hiring practices and/or b) not so bleeding obvious as "look at their Github page".


I would worry about a company who sends lead and senior devs to HackerRank to do junior level programming tests and managers who weren't willing to engage in a conversation.




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