Anyway, I’m looking forward to catching up with all of you over there, and hopefully we’ll be ale to think of some Ruby project for all of us to work on.

Thanks guys for sharing these info.

Go for a better article title

I was actually asked to work there on a live project for 5 days [which what they call the "Bootcamp"] – and now me and them have a better understanding of each other. How skilled I am and What is the company culture there.

I felt like the process to be a “Mutual Understanding” thing.

Well, I have seen Foradian’s selection process, where a candidate first has to clear General aptitude and then has to go through interview process. This is just same as any other MNC in India. I have seen Foradian also hire some good candidates without any aptitude based shortlisting process. In short, I am not at all in favor of shortlisting candidates by some written aptitude tests. Yes , technical aptitude is good, But there too, the candidate applying for an XYZ post, then the technical aptitude he/she must appear should have the technical questions revolving around the position he has applied for.

Technical interview can sometimes be stupid as the interviewer himself may not be knowing the technology himself. That would be absolutely crap. He asks some ready-made questions just to know how confidently the candidate answers. That’s totally bullshit. I go for pair-programming based selection procedure followed at ThoughWorks. That tells how strong the candidate is in his area of expertise and the position he has applied for. Never experiment here because you know the value of the good candidate.

But again, in small and medium sized companies, resource management team can plan a well oriented process for hiring the best and right talent compared to Corporates where there is still old process running. I say , it is time to revolutionize the process and bring in some good ideas to hit onto the best talent in the market.