Author here. We do do the interviews blind to earlier screening results. That's clearly vital. But you're totally right that job performance is the real thing that matters
So, the jury is out until a followup. How to measure productivity without bias? Applying Demarco and Lister's "Coding War Games" approach may work between companies, but how to apply within a single company? What would be the standard error? A dozen new hires is a lot different than 300 interviewees.
What kind of skill set? My previous company contracted with Galye Laakmann McDowell to coach the engineers before an acquisition due diligence. I thought it was unnecessary because we rarely used O() notation in our day-to-day. Since then, I'm designing a machine learning product and find sections in McDowell's book extremely relevant. My takeaway is that it all depends: are you hiring an architect or a hiring a construction crew? How do you measure such different skill sets? Or, how to measure with a job that combines both?
Hi Ammon. I'm certain that we talked on both the 45-minute and 2-hour video conferences, so those are not blind. Do you mean that you and Harj didn't discuss applicants throughout the process?
