As a candidate that's interviewing, due your research. I talked to a long list of very technical and skilled tech people and asked about their opinions about working for Meta/Facebook and not one of them said they would work there. They offered many reasons. So do your research and be sure to ask many questions on how to combat those objections when you recruit. At the end of the day, I'm sure one of the Meta folks didn't like that I came with these questions and concerns. Blessing in disguise.
Descript what kinds of technical IT roles you recruit for? What's your process in trying to find the right candidate for a job?
How do you filter out diversity?
Years of exp RPO experience Healthcare experience
"tell me about a time when"
Why should we hire you ?
Your Task You'll review 5 anonymized candidate profiles below. These represent real candidates we've considered for various technical roles at Mercor (Software Engineering, Machine Learning Engineering, Infrastructure). Complete the following: Part 1: Profile Ranking 1. Rank the 5 profiles from strongest fit (1) to weakest fit (5) for Mercor ii. Concerns: Coding was slower than IC candidates which means they are not hands not coding and more on the leadership side of things at Uber (which is also more structured) 1. How much time are they really hands down coding? (not including code reviews, etc). I think TC would be a good manager but given the needs of a fast paced start up they may have a difficult time adapting to change and the pace (including the need for managers to do some IC level work as well) For each profile, write 2-3 sentences explaining your ranking: (See above for answers) ○ What makes them strong or weak for Mercor? ○ What signals are you prioritizing and why? ○ What concerns or questions do you have? Part 2: Sourcing Strategy 3. 4. Based on the profiles you ranked #1 and #2, identify the archetype of candidate we should be targeting ○ Top Tier ML/Post-training engineers coming from Stripe, Google, OpenAI, Anthropic, Deepmind, & Meta. ○ Top Engineering schools such as Stanford, MIT, UC Berkeley, Cal Tech, etc ○ Strong Interview Performance: Clean and Strong Coding, Strong Sys Des, & most importantly solid communication ○ Career Alignment: Coming from early stage startups and want to join mid to late stage or those who want more visibility, ownership, & impact Propose 3 creative sourcing strategies to find more candidates like your top-ranked profiles. For each strategy, include: ○ Specific channels, communities, or tactics you'd use ○ Why this strategy would work for Mercor specifically ○ Expected volume and quality trade-offs
Behavioural competency based questioning around key guiding principles they have internally.
Experience in IT Recruitment .
Kann ich nicht mehr genau wiedergeben. Aber es ging um die Positionen, die ich schon besetzt habe / wie ein Bewerberprozess von Anfang bis Ende aussah / Challenges in dieser Position / Fragen zur Persönlichkeit
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