Depending how you look at it, my interview with RainBird was either non-existent featuring, at best, an informal chat; or it was a gruelling 5 year affair where I had to prove myself by working my way up the ranks of a totally different company. Either way it wasn’t your standard technical interview.
I’ve written on the subject of interviews before, but that was for an established company hiring a developer. At a startup you’re hiring a manager/secretary/handyman who can also code and do a million other things that need to be done, which is a very tall order. I’m not entirely sure how you’d go about doing that without knowing that person and seeing, first hand, what that person was capable of over a prolonged period of time.
This approach to hiring means you can dispense with the incredibly narrow (and often counterproductive) fallacy that you must hire someone with X years experience in technology Y1, because that’s what you use. RainBird needs developers who can code in Node.js, AngularJS, plus a smattering of C++ and Prolog. If we’re charitable I have 1 months worth of industry C++ experience… from over 15 years ago.
1 And don’t get me started on the whole “must be a self starter; must work well by themselves or as part of a team; must have excellent communication skills”; what does that even mean? You’d be unlikely to hire a lazy illiterate who didn’t play well with others for something as simple as a job at McDonalds, let alone put them into a development role – please, for the love of God, stop putting this crap into job specs.