Why I Won't Hire You

<i>I am expecting you to be one of the 99%+ people who I know I won’t hire in the first 5 minutes.</i><p>If you can't narrow down resumes and phone interviews to candidates with better than a 1% chance of being accepted, then your interviewing pre-screening process is flawed. What other processes in our everyday work will also be flawed?<p><i>You send me a stupidly long resume</i><p>90% of all written correspondence (from customers, users, collaborators, vendors, etc.) is too long. Do you think they're all stupid, too?<p><i>You have annoyed me.</i><p>You're a manager. Your job is to properly deal with issues that would annoy others. Why would anyone want to work for someone so easily annoyed?<p><i>...do I really want to look forward to your rambling emails every day?</i><p>Do I really want to look forward to your sour attitude every day?<p><i>You can’t tell me why you like your current job</i><p>If I liked my current job, I wouldn't be here.<p><i>I don’t hire awesome people who don’t have the right skill mix.</i><p>Here's a clue: technologies change. By definition, anyone with the "right skill mix" won't have the "right skill mix" for long. Amesome people adapt. But how would you even know that if you don't hire them?<p><i>No career plans or vision</i><p>I've been programming for 33 years and still have no idea what I want to do when I grow up. This is an interview for an open job, not Dr. Phil.<p><i>If you don’t think well on your feet, spend some time reading through and practicing situational interview questions.</i><p>Are you serious? I'm a programmer, not an Americas Got Talent contestant. What you see is what you get.<p><i>If you are missing even one, I’m probably going to pass you up for someone who doesn’t.</i><p>Wait a minute. You want to hire perfect people, but you also want them to have "career plans or vision"?<p><i>I have a super BS detector</i><p>Obviously not, since so many of your questions can only be answered with BS.<p><i>The End</i><p>That's just about the only thing you've said that I agree with.<p>You sound like you have a serious attitude problem. I can't imagine working for someone like you. But thanks for writing this. You've solved many problems in advance. I won't be applying. And I don't imagine many people like me will be either.

Why I Won't Work For You:<p>Because you are a dick.<p>Now who are you? What are you going to give me in return? Why should I tell you that I love my job and my career. Why should I tell you about my vision and plans? What are you really looking for in that.<p>The hiring should be a lot simpler:<p>- You have a problem. You need someone with the right skills, and hire him.<p>- I have a problem (need money). I pick a job that I have the skills for.<p>Thinking the way you do, accepting your daily bull-shit and philosophy (worse, making myself sound like I enjoy and I belong to it) is only a sign for me that you are the wrong person to work for.

&#62;If I have to spend more than 30 seconds finding out what you have accomplished, forget it.<p>Well then, Don't expect me to even bother writing a cover letter or tailor my resume. In fact, if your only going to be scanning over my resume in 30 seconds why, on earth, should I even spend any time filling out your form to send you my resume? When I send people my resume, I at the very least expect them to read through it. If my skill set matches what you are looking for and you are thinking of an interview, I expect you to at the very least Google my name, or check out my website/github which I conveniently include as a QR code.<p>&#62;The worst answers? “Well I like the challenge” or some other BS.<p>Well, Enjoy working with the worst developers possible. Most of the best guys I know will take a job with worse pay, less benefits, and further commute if the work sounds interesting (read: challenging). "I enjoy the challenge" is probably one of the best answers to why you want to work somewhere. Unless, of course the work you do involves mundane repetitive tasks every single day then you probably don't want developers that enjoy challenge, because they will leave very quickly.<p>You take this stance of "I have the elixir of life and you will bend over backwards to get it because you are desperate". So the only people that do end up bending over are the ones who are really desperate.

This is a very confrontational and adverserial style of interviewing and hiring.<p>I get the impression that author is looking for reasons to make the candidate a 'no hire' rather than using those silly questions such as 'tell me a time when....' as a starting to point to open a two way conversation.<p>My tip is to approach interviews with a positive mind WANTING the candidate to succeed and display their strengths rather than wanting them to fail. You should hire based on positives, not on lack of negatives!<p>This post really demonstrates how broken interviewing is. These are TERRIBLE and yet still WIDELY USED filters with a high chance of introducing false negatives in the hiring process.<p>Two examples:<p>1. The multi year career plans he hints at in a number of places. I personally would be more interested in a candidate with a passion and genuine interest in the job on offer, rather than someone using it as a stepping stone on their ten year plan to get to something tangentially related. I personally don't know what I'll be doing in ten weeks let alone ten years, but a developer it'll probably an interesting and challenging variation of what I'm doing now rather than being somewhere in management.<p>2. The long CV example is one example of a commonly used signal that tells you precisely nothing about the quality of the candidate. It is a completely arbitrary rule that is no way correlated with their skills or personality. After an initial filter, would it really be so bad spending 5 or so minutes considering and comparing the candidates on offer if that improved your outcomes by even a small percent?<p>Sigh....

I disagree with most of this post, and I'm glad I didn't apply to any position with him as an interviewer. Specifically:<p><i>You can’t tell me why you like your current job</i> - Maybe I hate my current job, and took it to pay the bills. Maybe I actually did take it because I like the challenge. Sure, I could and should give more details about it, but that's a valid response, which shouldn't be thrown out so quickly. While the interviewee should do his/her best to give good answers, it's the interviewer's job to ask intelligent follow-up questions; there's a give and take in an interview.<p><i>No career plans or vision</i> - My career plans for most of my life were "keep my options open". That served me very well. It sounds like this interviewer is only interested in people who have been completely focused on a single goal since kindergarten, ignoring everyone else. His loss, I guess.

Interesting.<p>-He expects he won't hire me in the first five minutes? If in the first five minutes I get that vibe I no longer wish to have the job.<p>-Tailor-made resume for his job? As if people are supposed to create new resumes for every job that they apply for? Get serious. Plus different companies expect different style of resumes since there is no standard and what amounts to close to standard changes every couple of years. What he wants is people to magically read his mind to craft a resume just for him to meet his expectations.<p>- He won't hire if I can't say why I love my current job? If I love my current job then there's not much reason to leave it, now is there? Plus, he claims to have a BS detector but he seems to be asking for BS from the applicant.<p>- No career plans or vision? For most people laying out five year plans is BS, which means he won't hire you. What good does such a question do for anyone anyway? Looking back over my career I've only had one job that I actually planned for. The rest are from changes in things I can't control with changes in what interests me.<p>- I agree with the no skills part. As someone who's been on the hiring side of the table there's nothing more annoying when someone can't back up what's on their resume.<p>- "Don’t sit there and tell me what you would do in the future. I didn’t ask what you would do, I asked what you did." Um, yes you did, it was two bullet points ago.<p>- He apparently requires the perfect candidate. I wonder how many people he actually manages to hire and how many of them stay for their "career"?<p>- He talks of bad advice out there discussing the topic of his post and he seems to assume his will not get lumped into that list. I would say it's the same as any other post on the topic, some good and some bad.<p>He sounds a lot like the kind of guy that has a high turnover rate of first-year hires who leave for more money and he can't figure out why.

You know what I really hate? Being asked about my career plans or vision. Wanna know what my career plans are?<p>To create something cool and reach financial independence in X amount of years. But first I need to pay for food for the next couple of months until somebody better than Your Company starts begging for programmers and sending me emails. And to be honest, your project likely won't be able to hold my interest for more than a few months, it will become boring and routine, nothing like anything fun I'll be working on in my own time.<p>Most interviewers hate that answer. (which is why I freelance, it's perfect)<p>PS: I have yet to give the answer that directly, but I should try every time I go in to talk about a freelancing project and it turns into an interview.

What a completely horrible way to interview and speak to people.<p><i>No career plans or vision</i> Why would this matter to the interviewer? I just can't get over how ridiculous of an answer he provides. Why would he care what my career plans and vision (whatever that is) are? Who can honestly plot out the next 10 years of their life? Very few, and I'd be wary of anyone who claims they could.<p>I'm not surprised this person is not finding the right candidates for his company, but I think he has no clue why.

Hey, lovelyLaney - I noticed that your HN account is probably tightly linked to Golem Technologies in some way (given that you've only submitted twice, both articles from this domain). There are over 100 comments on this article, and not a single one is from you. If you wrote this post, I think I speak for a large portion of HN when I say - we'd love to hear from you. Yes, seriously.<p>I know some people will probably downvote whatever you post without thinking, no matter what you say - because judging from the comments, you seem to have angered the mob. Indeed, I disagree with this article strongly myself - and would be happy to chat with you about why it doesn't resonate with my personal experience. However, if you have thoughtful answers to what people here have to say, the community only wants to help you, and see its own succeed.<p>If you want to stand behind your article, please do. If you want to recant or clarify parts of things you've said, you can do that too. You're a one person company - are you hiring right now, and what sorts of positions are you having trouble hiring for? We'd love to hear specifics - and to hear you engage in the community about something it obviously feels passionately about in a deliberate, measured way. Many may disagree with what you have to say, but no one here should fault you simply for your attempts to say it, for contributing to the discussion around your own ideas. Hope to hear from you.

For someone who said he doesn't want to a long resume that rambles on forever he sure had a long blog post that rambled on with very little content.<p>Attacking each point:<p><i>You send me a stupidly long resume</i><p>Some recruiters/HR desks look for resumes with specific keywords, and we need to tailor our resumes to get past those (admittedly retarded) filters. As an interviewee, I understand that and have made my resume longer to get past them to the people that actually look at it. As an interviewer, I've rarely looked at the resume until the interview, and only scanned over it to look for things that I can ask about, in addition to our normal quetions.<p><i>You can’t tell me why you like your current job</i><p>You don't have to like your current job. Especially in this economy, some people are glad to have jobs. Of course, it'd be nice if you like your job, but then again, that's why he's interviewing. Whether or not a person likes a previous job has nothing to say about whether or not he'll like his next job, unless, of course, you're looking for a spineless twit who will go with the flow regardless of how they treat him.<p>It's more important to recognize a cultural fit and find someone that will get along with the employees, but again, this can vary wildly. I worked at a startup and we interviewed a manager from a large corporate company to be our BA. We went into the interview thinking there's no way we'll like this guy, but it turned out he was awesome, and a great cultural fit too.<p><i>No career plans or vision</i><p>Not everyone has a long-term. Not everyone knows what they'll be doing in five years, especially when they're younger. My first two jobs, I told them I'd be gone within a year and a half. I don't remember saying it, but when I quit a year a half later, they aid I told them that during the interview and they just didn't believe me. The better question is what will it take to keep me here for five years, and what is your firm going to do for it as well? Of course, people most likely can't answer this question until they've had a few jobs under their belt, so they realize what they like and don't like.<p><i>No skills</i><p>There's really the primary thing that matters.<p><i>Answer my skills with conjecture</i><p>I didn't read this far, but it sounds like 'Don't BS me'. I'll agree there as well.<p>I agree with csomar. I probably wouldn't work for you.

I will go into every interview expecting that we are equals. You know what you or your company already is and what it wants. I know what I am and what I want. Then, we decide together. Interviewing/recruiting does not give you high-status.<p>The interview failures described in the article occur when <i>neither</i> party understands this.

I find it amusing that he starts off with a rant about long resumes. Then half of what follows goes on to talk about all the extensive information you have to communicate on your CV just to get an interview.<p>I severely disagree with the attitude conveyed. People would do well to remember that a work arrangement is <i>mutually</i> beneficial, always. You take a job because it is in your interest to do so. You are offered a job because it is in their interest to do so. No one employs someone while taking a loss on them, yet companies treat interviewees as if they would be lucky to land such a wonderful job.<p>If this attitude came out in my interview, I'd immediately walk out. If you're treating me in this way before I even work for you, odds are it's not ever going to get better, only worse.

"If I have to spend more than 30 seconds finding out what you have accomplished, forget it."<p>Not to worry. I will only work for someone who can manage to conquer problems of scale such as skimming a resume and finding pertinent points. If you are unable or unwilling to do so, we'll eventually have a problem and I'll be better off elsewhere.

It seems somewhere along the line, every person who is aspiring to become someone great in the industry gets the wrong cue. They see some conceited individual writing blog posts about how great they are, and they assume mimicking this style of writing will make them equally as great. The truth is: most of us barely tolerate this attitude from those who are truly great because we don't have much choice. Until you are truly great (i.e. on the cover of time magazine, and solving the largest problems we all face with ease), you would do better to present yourself with humility.<p>That you thought it appropriate to write a blog post with simply the title of "Why I won't hire you," is the reason "Why I will never interview with you." (And, for many others as well, I'm sure.) It has little to do with the content (although in fact, the content only gets worse with conceit and self-inflating statements) and everything to do with your attitude.<p>Who wants to work for someone who already thinks they're better than the majority of humanity? I'd want to work for a manager who knows how to communicate effectively without being abrasive, and who has excellent skills in resolving conflict and helping their team grow to their maximum potential. Everything about your blog post suggest the opposite combined with such a level of hubris, that I could only imagine working for you would be the worst job I've ever had.<p>Good luck with that hiring thing.

/No career plans or vision/<p>The best developers I've ever worked with tend to lack career plans. If you're sufficiently happy with your life that you don't need a change strategy, that's pretty cool.

tl;dr - He won't hire you because he has a hyper-focus on the process of the interview rather than the process of finding a suitable individual for the opening. His attitude can be summed up in this one line, "Most people looking for jobs don't deserve them."

If there were more engineers than jobs and we were all fiercely competing for scraps, I would say ok - it's a "buyers market" and we are forced to put up with attitudes like this.<p>The situation is very different however. In my experience, top talent either a) have their own company or b) are well-looked after by their current employer (at least one would hope so) so they need to actively lured away; how about you tell me why I SHOULD work for you rather than give all the reasons why I can't?<p>Oh yes - and the author is an arrogant dick.

&#62; <i>I have a super BS detector, and most other interviewers do too.</i><p>I have a good BS detector too. Lots of people do.<p>Here's the problem: Lots of people are full of BS. That includes interviewers.<p>Since people are very sensitive to BS either way, a BS impedance mismatch can completely ruin an interview. That means that the BS-appraisal process must complete efficiently and accurately within the first 30 seconds of the interview, which is quite a difficult demand.<p>Let's discretize the BS axis into two categories: full of BS / hates BS.<p>So we have 4 situations:<p>* Interviewer is full of BS, wants to hear BS. Interviewee is full of BS, provides BS. WIN<p>* Interviewer hates BS. Interviewee is full of BS, provides BS. FAIL.<p>* Interviewer is full of BS. Interviewee hates BS. FAIL.<p>* Interviewer and interviewee both hate BS. SUPER WIN.<p>The problem is that neither the interviewer nor the interviewee are aware of the BS-status of the other individual.<p>The interviewer, however, is generally in a power position, since we can assume the interviewee wants the job. Therefore it is really up to the interviewee to estimate the BS-status of the interviewer.<p>So, only two situations are really going to be fundamentally compatible, one of which has much of a chance of landing a good candidate. There is easily a 50% chance of something going wrong at this point just out of luck, or as a result of a misestimated BS status.<p>If there is a detected mismatch, the interviewee can make a choice: Fake personal BS status (BSer tries to be "real", anti-BSer gives up on personal integrity and provides some BS because that's what is expected by the BS interviewer); or, be true to himself, and either walk out of the interview (politely!), or get down to business and present himself as a serious individual (for the non-BS interviewer).<p>So, the BS estimate is critical. Moreover, since it's easy to get the impression that most people are full of BS, there may be bias present in the estimator that helps to get things off on the wrong foot.<p>Notice that _none_ of this has anything to do with whether the interviewee is actually the right candidate for the job. Right off the bat, the BS-status and accuracy and speed of the interviewee's BS estimator is a huge factor in job-getting ability, regardless of other skillsets.<p>And that is why interviewing sucks, for both parties.

<i>Be highly skilled.</i><p><i>Be Passionate. If you are bored working in a similar job somewhere else, you’ll be bored with me.</i><p>Does the job involve rockets or something like that? No?<p>Well good luck finding exactly someone who is both highly skilled AND not bored by your job.

<a href="http://www.crunchbase.com/company/golem-technologies" rel="nofollow">http://www.crunchbase.com/company/golem-technologies</a><p>Employees: 1<p>He's been doing this for almost a year and hasn't hired anyone. Sounds about right.<p>Also, the website is taking 20s to serve any page. Maybe he should spend less time blogging about how awesome he is and how everyone sucks, and instead build a website that can handle a surge of traffic.

The thing about this interview process is that you'll lose those candidates who have potential and can thrive in correct environment but:<p><i>a)</i> Currently work in a job that they don't really like and, hence, are looking to switch (because they cannot come up with a satisfactory answer for: "You can’t tell me why you like your current job")<p>Also, since they don't know much about your company besides second-hand information, they cant answer: "why you think this job will give you the same passion". Interview is a conversation, you'll have to tell them what your company culture is and how it can benefit potential employees.<p><i>b)</i> Candidates who are fresh out of college / don't have much experience.<p><i>c)</i> Candidates who are probably good enough for your job but aren't good enough to pass the, very high bar, you've set up for them.<p>So it depends on the profile for which you're hiring and the prerequisites you are looking for. I personally won't mind if an interviewee can't answer most of these questions but can do the job I'm giving and has done something simiiar to it in the past with reasonable success and is a good cultural fit in my organisation based on what I can deduce during the interview.

A startup is not a 5000 person corporation and shouldn't be run as such. I remember the author posting a Show HN last February introducing his company. At that point in time he was still in a full time job. Now, I don't know what's happened in the life of his company over the past 11 months, but I would venture to guess he has less than 10 employees. I'd even venture to guess it's somewhere less than 5. At this stage you're more looking for collaborators, not people to manage. And when you're looking for early stage employees you should really be looking for a true personality fit, in addition to the required technical prowess (which, incidentally, doesn't necessarily mean "knows ruby").<p>Yes, hiring is hard. Yes, as an early-stage startup it will take you a very long time to hire. But you have to remember those you're hiring today will make or break the company tomorrow. Their "5 yr plan" should have no bearing on whether or not they get a job at a very early startup, but by the end of the interview you should know not only that they're technically capable, but can roll with any changes you foresee the company making, and that they have the right personality to mesh with you and the rest of your team (you'll be spending a lot of time together - could you grab beers with them?). You should also know that they're so sold on the idea and vision of your company that their 5 year plan and your 5 year plan become one (or are at least related). Realistically, your startup probably won't even be alive in five years.<p>Of course I know a lot of people look at things differently, and I have complete respect for different opinions and methods (and love reading about them). We're still trying to figure out hiring ourselves, but I think the best engineers come with all sorts of non-corporate eccentricities. If we had followed the author's suggestions, we wouldn't have hired either of our two founders (including myself) or our first engineer. I'll leave it up to the reader to decide whether that would have been a mistake or not. :)

As someone who has done the interviewing thing, I can see where this article is coming from. I don't really buy into all of it though. All this stuff about being a great communicator. That is cool but not always required. I have spent a lot of time working with amazing people who are crap communicators and crap people who are great communicators.<p>But - I am sure a lot of people interviewing use indicators like these so it it worth knowing about them.<p>Finally, on the CV thing. This is a hard issue because agents look for buzz words. If you've done a lot of stuff you need to write a lot to get all the buzz words in. That is the only way the agent will forward our CV. Then - you cannot tailor the CV to the job because you did not submit one for that job, you submitted one for buzz words.

Looks like he passed over all the guys with scaling experience.

I don't get it. I zoned out after the<p>'I am going to drop 99% of all candidates because they fail the following'<p>and<p>'You sent me a looooong resume'<p>In my world you're sending the resume before the interview. If that's such a big issue (is it?), then - don't invite those guys. Your 99% rate just dropped significantly and you're not wasting time on both sides.

HN has been soundly trolled.<p>This guy -- who apparently rejects 99% of interviewees -- apparently runs a single-person company of dubious purpose. This absurdly trollish post is over the top because that's what ensured it a front-page showing.<p>Kudos on the pagerank earned by trolling the gullible folks on HN.

Based on the comments in this thread I think I'm glad HN has taken his server down ;)

Why I won't work for you:<p>1) You are a self-important douche who writes lengthy blog posts on all the reasons you deem people unworthy of working with you.

Notably, going through his blog's archives, there's no post on the subject of "Why on Earth You'd Want to Work for Me."

So if I'm skilled, get things done, am intelligent, project vision and am passionate you'll hire me? Unfortunately, that makes me a perfect candidate to start my own company, so I think I'll probably do that instead. But thanks for the interview tips.....

Wow, I'm pretty surprised to see such a collectively sensitive reaction to this post.<p>Try to see things from this guy's perspective -- this comes across as a guy who's grown really tired of being bombarded by terrible resumes. Then, the few candidates whose resumes appeal to him result in terrible interviews because the candidate either doesn't give a shit about what he/she does, or misled (if not flat-out lied) about his/her skill set.<p>That would leave anyone a little ornery after a while.<p>Personally, I found the post rather unenlightening, only because I think it's common sense to be passionate about what you do -- otherwise, why do it? -- and to have the right skills, etc.<p>But a little tough love never hurt anybody. (And if you think <i>this</i> guy is a dick, I want to work for your bosses, because I've worked with some real doozies.)

I don't think this guy's that unreasonable, there's a bit of attitude and maybe frustration but having interviewed a bunch of people lately I can relate.<p>I think the biggest issue with interviewing is that it can only be done well in a team. We usually have at least 5 or 6 people interviewing and some of them have to be from unrelated projects. We have the luxury of drawing from a large pool of engineers from different projects but for smaller companies it might be a good idea to pull in people from other companies as neutral observers, if that's possible.<p>I always find it interesting to discover my own biases during the debrief meeting.<p>+1 on the long resumes, though. Also, listing every programming language or CAD program in the skills list is very off-putting.

must be nice to have such a large pool of people to interview to fit your needs perfectly, especially for technical people. The OP's points are valid and I feel the same way about _almost_ all of them. Even when I worked in the large corporate(s), I always hired people as if they were working for me in an intimate setting like a startup. Hiring capable, yet diverse, people always provided me with a winning team.

I really don't understand the offence some people seem to be taking from this blog post. The author's listing, directly and to the point, what he wants to see from interviewees.<p>You might not like the tone of the author's writing, but having sat on the other side of the interview table, it <i>is</i> thoroughly depressing when a candidate tells you "Yeah, I just want a job - money, isn't it?", when you <i>know</i> that the role available is great, and someone who <i>wants</i> to care about will really enjoy it.

What's your feeling on remote workers?<p>@Llambda - isn't the process of the interview also the process of finding a suitable candidate?

99%+?!<p>This guy must spending every waking hour interviewing.

If you are looking for a good communicator among nerds, you are definitely looking in the wrong place. You need a salesman.

"I am expecting you to be one of the 99%+ people who I know I won’t hire in the first 5 minutes. "<p>--------------------------------------------------------------------------------------------------<p>For a doubter wanting to succeed, I'm already turned off. Smart people don't have to prove they're smart. Give them a problem and they'll leave your head spinning about why you didn't see it like that before.<p>I like looking at possibilities. It probably wouldn't work out that you know how to recognize someone great.<p>"You send me a stupidly long resume"<p>------------------------------------<p>I wouldn't send you a resume at all. I would send you a personal letter I wrote just for you outlining the things I've done and offer an actual, live, tour of everything I work on and the names and numbers of those clients.<p>You might not know how to process this calling of your bluff that you're in fact, ready to hire the perfect person.<p>"You can’t tell me why you like your current job"<p>-------------------------------------------------<p>If I'm talking to you I'm open to possibilities of liking more than one thing. It's up to <i>you</i> to tell me why and how what you're doing is so much different and not a glorified CRUD/Reporting app just like the other 40-50 apps I've built in the last 15 years.<p>How about I tell you that you're no different than any other company? You just want the answer to one question. Where is x at? That's all everyone wants with their own data.<p>"No career plans or vision"<p>---------------------------<p>You must have been the first person ever to predict what exactly would happen in the technology world, exactly in the last 20 years so you could chart a perfect plan, or vision through it.<p>Why has no one given you a Nobel Peace Prize? I can nominate you.<p>My vision is to be a very curious person about everything I come across. I like knowing how everything works, and doesn't work. You know what that does? I'm not afraid of anything that comes across my plate whether others say it can be solved or not.<p>My career plan is to do interesting work helping people get more done with less effort so they can do what they do best -- interact with other people. Do you fit that? I do.<p>I don't need a plan or a vision when I can engage my passion from the second I wake up to the second I go to sleep, 7 days a week. I've seen more plans and visions not work out (much like girlfriends who have "plans" and "timelines" that never work out) to know better than to expect life to work on my watch. All I can pick is a direction and give every situation my all.<p>Sadly, you probably don't get this.<p>"NO SKILLS"<p>-----------<p>Right. And you're qualified to measure them. If you did, you'd know there's no real thing as a skill. Just an aptitude with a technology that comes and goes to the latest tool.<p>Your brain might blue screen if I told you that .NET isn't a language, but 30+. Imagine how silly you must have sounded beating that .NET developer drum.<p>Most importantly, real developers can quickly learn anything they need to get anything done. That's all they do all the time to solve a problem under unreasonable circumstances, and a skill you can't seem to imagine.<p>"Answer my questions with conjecture"<p>-------------------------------------<p>I will call your bluff and tell you to hire me for 2 weeks unpaid. If I don't make you swoon like a fairytale it's probably not meant to be anyways.<p>That's the answer to all of those questions because I've done hiring for myself, and my customers with those same questions and they don't reveal as much about the person as you believe. I bet I could know more about you from how you load a dishwasher (telling each dish why you won't use it because it won't load itself into the dishwasher).<p>"How to Win the interview"<p>--------------------------<p>If you're having trouble finding people getting things done and that's a big deal for you to hire, I think you're still going to be collecting emotionally scarred baggage to put into future blog posts.<p>How are you the top player you're looking for others to be? We can only find and know deeply in others what we have and know deeply in ourselves. :)

Of the 100 people who look at his website searching for employment 90 are disinterested due to his poor grammar, spelling, and punctuation skills. Another eight realize that a professional services site with HTTP 403 and 404 errors isn’t that professional. One more reads the "official company blog" and concludes that the owner is a douche bag. The remaining 1% apply simply to keep their H1B status alive.<p>So in his own special way that guy is telling the 1% to f*ck off. Well played.

My problem is that I have to give my future employers absolute bullshit when they ask me where I see myself in the next 5 years.<p>Why? I hate working for other people. I only want to work for myself. The only reason I even take a regular job is to fund my projects until they become successful. But, I can't ever tell them that.

I wrote this in their comments, and got blocked by an auto filter. Wonder why?<p>"About halfway through the first bullet point I decided I wasn't interested in reading every juicy word of this boring essay. I thought about writing a rebuttal along the lines of "why I won't work for you", but it boils down to this -- you sound like a bad listener and a self-important jerk."<p>Response:<p>Your posting on Golem Technologies from <i></i>.<i></i>.<i></i>.<i></i> has been automatically flagged by our spam filters as being inappropriate for this website.

He has every right to be bitter. Good candidates are avoiding him like the plague, and what is left over is terrible. It's a feedback loop.