We believe sustainable mobility should be for everyone, therefore it shouldn't hard for anyone. Users shouldn't have to struggle with dozens of apps, accounts, processes just to get to where they want. We want to empower users with choice, take the hassle out of the process and make it simple so that together we create more liveable cities. We want to do this on a large scale (Europe and beyond). We recently raised 6m€ to scale up and build our core tech team. If you have any questions please feel free to ask!
We believe sustainable mobility should be for everyone, therefore it shouldn't hard for anyone. Users shouldn't have to struggle with dozens of apps, accounts, processes just to get to where they want. We want to empower users with choice, take the hassle out of the process and make it simple so that together we create more liveable cities. We want to do this on a large scale (Europe and beyond). We recently raised 6m€ to scale up and build our core tech team. If you have any questions please feel free to ask!
If they are delivering a compressed file and an uncompressed file, that already disqualifies the test. The only way to do ABX comparisons is to round-trip one version through the encoder and back to the original format. Anything else introduces uncontrolled dependencies (e.g. on a particular device's decoder implementation) and side channels that unblind the experiment (like loading time).
This is a common mistake people make, e.g. comparing 48k vs 96k files. What you need to do is take a 96k original, downsample it to 48k, upsample it again to 96k (both using very high quality algorithms), then compare it to the original 96k file again. Otherwise you're relying on your playback software or hardware's resampling algorithm, and I guarantee that's a compromise between quality and performance, and not valid for a scientific test.
That's possible, but then doesn't that limit your candidates pool to people with engineering degrees?
I'm not sure about the couple of years experience, that's sometimes a miss depending on what they built during those years.
Thank you for sharing your experience. I thought about cutting the process short like you suggested and live with the chances of bad hires but:
1. How do you avoid having a bad effect on the current team when they see churn like that?
2. College results could work for junior hires, but senior ones? Rely on feeling about their previous work experience?
1. Churn is bad, but it's a red flag that goes away. I think how you deal with bad hires matters more. Pushing the burden to the rest of the team (i.e. not firing) or bullying them into quitting is what hurts teams more. There's also a morale hit to having someone do the job of two people while waiting 4 months to hire someone else for the role.
2. For the most part, you just need someone who can do the job. Most people applying for seniors could; it's just a question of how fast/accurate/stable. For the most part, expected salaries tends to correlate with their ability.
Many of the bad hires I've seen were "cheap hires"; they applied for senior positions but were often paid half as much as a senior just because they were from a poorer country.
One guy had more ability as a researcher, less as a developer (he'd get things done very, very slowly, but produced well crafted code and was able to tackle the hardest problems). One guy was a great programmer but had personality issues, often getting into fights. Another scored highest on all the tests, but worked 12 hours/day and got nothing done. So I'm not sure assessments help in filtering most of these problems.
Cognitive neuroscientist Patrick Haggard on the definition of voluntary action, what are the underlying mental processes of volition and whether we have a conscious free will
Lepaya | Full Stack Developer | Full-time | ONSITE | Amsterdam, NL
We help companies to make training stick. We do this by blending on- and offline learning, and creating engaging, learning journeys. We leverage on the latest research in learning, to ensure we do that what works - and we continuously measure and (im)prove. This way, we help employees grow - in a way that fits busy and demanding schedules both at and outside work.
Founded in 2017, we are already working with clients across The Netherlands, Germany and Singapore. Our typical clients are fast-moving, mid/large-sized companies, which invest in their employees.
We believe sustainable mobility should be for everyone, therefore it shouldn't hard for anyone. Users shouldn't have to struggle with dozens of apps, accounts, processes just to get to where they want. We want to empower users with choice, take the hassle out of the process and make it simple so that together we create more liveable cities. We want to do this on a large scale (Europe and beyond). We recently raised 6m€ to scale up and build our core tech team. If you have any questions please feel free to ask!
You can apply here [0] if you're interested! [0]: https://umob.recruitee.com/o/frontend-software-engineer