I always ask technical questions about the subjects the candidate claims to know, the areas of knowledge highlighted on the resume. I want to see how comfortable they are talking “techie”, how well they can explain something. If they don’t have the goods, they don’t get hired.

I have made mistakes in hiring enthusiastic, go-getters who were able to con me into dropping my concern about their shaky technical skills. A few months later everyone is sick of the used-car salesman on the team who never gives you a straight answer, who is continually overpromising and underdelivering, who skates away from responsibility, and whose winning personality translates into a losing team. Give me the brooding backroom tech guru everytime. I can figure out how to harness their talent and make them effective contributors. But you can’t do much if they don’t have much to contribute.

Mathematician, Statistician, Businessman, and Academic. Student of history, poli sci , and the Bible.

Get the Medium app

A button that says 'Download on the App Store', and if clicked it will lead you to the iOS App store
A button that says 'Get it on, Google Play', and if clicked it will lead you to the Google Play store