Since going on the job market in November, I've been exercising an experimental policy: Interview with basically anyone (basic constraints apply - has to actually be a job I can do, a language I can speak, etc). It's been enlightening, especially because I'm at best a middling engineer (not a 'rockstar').<p>Virtually every company I've interviewed with has had tremendously awful HR, committing dozens of enormous mistakes that would have led me to abandon any interest in working for them (if not for my above-stated rule). I've learned a lot of interesting things from this experiment, but I think the biggest two are these:<p>A lot of companies screw up hiring from the HR side, but in general, the ones who mess up more than once tend to mess up a lot.<p>And in general, the ones with big money and big HR departments seem to be <i>worse</i> at interviewing and hiring than the tiny scrappy ones that can't even afford an HR department.<p>Just to give a few illustrative examples from the maybe 50 or so companies I've dealt with so far:<p>One big local developer scheduled a day-long interview that spanned lunch (starting around 11:30am and ending at 5pm), and knew that I had to drive an hour+ in traffic to get there. There was no lunch scheduled, they had me sit in a room and interview all day, even after I pointed out how little sense this made to the hiring director while I was on-site. They did not reimburse me for parking at their facility. This on-site was after a long series of successful phone screens. After the on-site, they told me personally that they would contact me with an offer, and then proceeded to completely ignore me for 2 months before a person I had never met before finally responded with something cryptic about an internal reorganization.<p>Another up-and-coming developer repeatedly made basic scheduling mistakes that made it near impossible to actually interview with them. Their hiring manager failed to e-mail me to notify me that a director would be calling in the early morning and also failed to tell me who he was, so when I got an unsolicited call from a stranger in the middle of a night's sleep, I asked if I could return his call, and he said 'no, I'm too busy'. This pattern was reinforced when they scheduled my on-site interview to begin 45 minutes after my flight landed (in a city where it took over an hour of cab travel just to reach their office). They compounded this by having me wait an hour and a half in the lobby before actually starting the interview, and having me interviewed by employees who clearly had not even been told my name.<p>The technical director of one well-funded studio contacted me out of the blue to ask if I was on the market and solicit my resume. After providing it, he sent me their 'engineering pre-screen', a series of around 10 moderately complex engineering and math problems that took me around 8 hours to complete (and probably would have taken someone more skilled at least 4 hours). A week after I submitted the completed screen, the technical director responded with a long diatribe about how my solutions to simple algorithmic problems should have used specific SIMD instruction sets or optimized for corner cases that were not specified, and commented that my lack of certain domain-specific skills made me an unsuitable candidate for a job he had told me nothing about.<p>In general, it feels like the average company hiring developers doesn't have a clue how to do it. It fills me with terror to think of how many potentially awesome candidates are falling at the wayside due to simple mistakes, and the idea that those great candidates end up at mediocre companies only because of HR mistakes is a rough one. Worse still, it's extremely rare for a company's HR department to solicit feedback on the hiring process - even companies that make me offers tend not to ask how it went. It seems likely that they do not make any effort to improve.