Interviews are the worst form of hiring evaluation, except for all the others.

What is the solution?

In addition, some candidates will violate some of the traditional ‘rules’ of in-person interviews, making eye contact and not fidgeting. Someone with Autism who may be clearly qualified for the position and otherwise a great fit may fail through no fault of their own.

Skillfully is a very interesting experiment in this regard. skillful.ly

Yup. And there's concrete evidence out there in terms of what does and doesn't predict the future success of a hire successfully yet almost no one implements this stuff. qualified.io/blog/posts/trul…

Can you recommend better ways to make hiring decisions?

Would you hire someone based off of their GitHub profile alone?

I agree Sam. But I think that you should focus more on building AGI asap. We need AGI now @sama !!

Here's a thread with the best questions to ask during interviews (cc @erica_wenger) ⤵️

The ideal way is to leverage the network of your most talented people. Have those people convince their network why their company is awesome and why people should join. That's the best recruiting and selection tool.