So it's not easy to actually hire. I'm not at amazon, but we do offer reasonable rates - example, new college hires get 130k+stock, benefits at our company.
Yes, we are in seattle and/or sf. Don't want to say the name.
* don't care if you have a CS degree (we have hired plenty of bootcamp grads)
* are 100% remote which is super valuable to some folks
* aren't looking for super specialized skills--we build websites and web applications on some common open source stacks.
* explicitly don't pay top dollar. As the CEO says in the typical hiring conversation, every so often we'll be talking to folks who are also talking to Microsoft and Facebook, and we'll quietly back away--we choose to compete on different axes than dollars.
But maybe we're on the lower end. We definitely pay above that band for folks with 1-2 years of experience.
So I'd consider 60k low for any urban area.
Not the poster,although I've found a lot of people will take 50% pay for fully remote jobs.
I was suprised just how valuable fully remote is to so many people.
If you are having this much trouble hiring, are you 100% sure your interview process is correct?
What is the KPI for your interview process?
But what metric are you determining that those 5 or 6 questions are correct?
For example, have you put together a pool of current workers that are successful at your type of work at different companies and seen how many can pass your interview test? Its pretty easy to find a recruiter that will reach out to their network and you pay 10 employed quality engineers $1,000 that do similar work to attempt the questions. If you find a significant amount of successful engineers cannot do it, then you may want to recalibrate.
I have helped several different companies fix their hiring process, purely by recalibrating their interview test questions to their specific needs. This sometimes actually means, more difficult or simply different types of questions. But very often people just do some Google searches for interviewing at FAANG and repeat those questions without tailoring them to their specific roles.
With that said, in the case of your company, it may very well be the case that the work you do requires particularly high IQ candidates, which is actually what most interview questions at the big tech companies test. In that case, you will always have a difficulty finding candidates as there are only a limited amount of high IQ people in the world. So changing your interview questions may not apply. But when that is the case, you can often save yourself quite a bit of time by asking potential hires to take an IQ online. This will cost your organization almost nothing and will likely screen out the vast majority of people that will not be able to pass those types of interview questions.
What I was trying to say that lot have been said about hiring metrics and standards around here and elsewhere. Yet, at the end of the day still like arbitrary in both ends and makes the job transaction cost higher than what could possible be.
Anyways, as I read your company’s interview process. Something came to my mind, why not let the candidate decide which questions to pick? I say so because I find the a lot of interviews are so hit or miss but if I was given a bit of control over the process, things could be different (or at least I would like to think this way).