ohfunkyeah

Some days I think I'm smart, then I read stuff like this. I wish there was an EILI5 Plugin for chrome that I could use to tag any paragraph and someone would come along and break it down for me. I'd do it for your comment!

Ah! you've hit the nail on the head why the pro gun people are so adamant about not giving an inch to any sort of increased regulations. Most on the pro gun regulation left do not seem to be able to even fathom why closing the gun show loophole is a non-starter or how there can be push-back against banning guns for people on the terrorist watch list. It's because either are effectively turning the burner on very very low.

I don't have any issue with this process beyond the use of 'majority'...Maybe I'm just skeptical, but I don't see how the majority of any interview could be non-interactive... Now maybe you think it can be anonymous and interactive but that's rarely true in the way you would want it to be. If it's chat we might over-focus on whether their writing is English as a second language, same for voice. Anything less than that is non-interactive, anything more than that is not anonymous in any way.

It's not entirely clear to me what you mean here:

You don't see how meeting a person would remove some of their anonymity?

Or when you say anonymous do you just mean we can't know who the person is by name? But we can meet them, talk to them, etc...

I think this supports the statement you are responding too. The million factors impart a diversity of perspective regardless of whether there is diversity of racial heritage. Does focusing on diversity of racial heritage optimize diversity of perspective?

I think you give up way more with anonymous hiring than you would ever get in return. How do you gauge verbal and non-verbal communication skills? Do they mesh well with the team. Once you drop the in-person interaction you lose more than just the ability to discriminate.

This seems to be an argument more for interacting with your target market than for diversity. Or are you thinking more like: "Team we just got a new client from Mexico, obviously we are going to assign Alberto to work on their stuff."

Think of a professional vehicle driving. Be it race cars, trucks, etc... Sure, maybe in the early days those cars and trucks looked and worked way different from each other but over time the available ones largely overlap, work similarly, and work well in almost all situations. If every time a new car came out you had to spend several days/weeks trying to figure out how to drive it that would be incredibly annoying. Now just think if you needed to purchase a vehicle and stake your business on it. You look at the options and some come without wheels, some without seats, some had designers that said brakes aren't neccessary, oh and there is an upcoming one that is getting a lot of attention the can also fly... some take gas, others run off vegetable oil. Experimentation is good but there are way too many options parading around as serious contenders.

The API and internal code is still expected to change. He very recently finished a large breaking refactor, so it is not mature. Having said that it is a nice editor with a lot of promise.

Which is why the interesting part of the comparison would focus on where they differ.

But I think reasons that are directly related to the job are the only things that belong in this list. If your "shields down" moment is caused by some factor that is external to the job it's really outside of your manager's control.

His job as a manager doesn't really include making sure your children don't get sick, or convincing you that California weather isn't that nice, or that you don't really want to have the life goal of starting your own company. I'd saying restricting the list to questions that a manager could have an impact on is more valuable than a more generic list that encapsulates everything.

Accounting for it doesn't really add anything. If you have that drive your shields were never really up so trying to prevent the "shields down" moment is simply not possible.

I disagree because this list is meant to be intrinsic to evaluating your current job vs. some other semi-comparable job.

Conditions leading to a shields down moment for someone switching to job that might be preventable by management is pretty well contained by this list. It doesn't account for life goals or circumstances that drive you in a truly different career path.

In fairness, your answer to: Is this project I’m working on fulfilling? should have been no it is not fulfilling enough. It does not fulfill your desire to own your own company.