Truss Reading List: Interviews

One of the issues we think about a fair amount at Truss is how to find new Trussels and what the process to bring them into the Truss fold should look like. A notable quality of our interview process is the lack of whiteboarding programming exercises; instead, we emphasize trying to get to know candidates via in-depth technical and nontechnical conversations about projects, interests, and expertise. We hope our nontraditional approach will lead to benefits beyond a less anxiety-provoking interview process, such as increased diversity in our workforce and a unique company culture that grows as we grow. We’ve been reading posts from people at other companies who support taking a similar tack, and thought we’d share some of their opinions with you.