@sama how do you evaluate candidates? it seems like the highest signal step of the interviewing process at Pulley is the take-home assignment

Amen to that!

What are you describing as “traditional interviews”? Who is engaged with the candidate and what questions / activities are they asking / doing?

They should also take up references as well

One could try to think of the analogue of "advanced stats" from sports in the context of employee assessment and see how that affects the hiring process. Obviously, in sports, not everyone is on the court at any given moment.

tell me more, what falls under "traditional"?

please leave or be sacked, people say gpt-3 is "tricks". engineers get sacked for much less

So what are the better ways you think?

What is the optimal way to make hiring decisions?

what would you recommend for hiring C-Suite / Dir people?