We only hire the trendiest

I've found that the best predictors of a good hire are indications of the following characteristics during the interview/vetting process: - adaptability -- can this person deal with situations that are spontaneous and unplanned without losing his/her cool. - openness -- is this person instinctively scornful of new concepts/ideas or energized by the chance to be exposed to something potentially interesting. - resourcefulness -- has this person found ways to keep learning after college and has he/she continued to up…

Previous discussion: https://news.ycombinator.com/item?id=11326940

Last night on Twitter, someone said "Nearly every entrepreneur I talk so says hiring is their biggest challenge. The world is starving for competent people with a strong work-ethic." This is of course false. The world is not starving for competent people. It's starving for high-status resumes. If those resumes are attached to people who are competent or hard workers, that's a bonus. The high-status resumes without that affiliation will be no less effective; their associated human will no doubt…

> Thomas Ptacek has this great line about how “we interview people whose only prior work experience is "Line of Business .NET Developer", and they end up showing us how to write exploits for elliptic curve partial nonce bias attacks that involve Fourier transforms and BKZ lattice reduction steps that take 6 hours to run.” This is why we stopped hiring based on resume and just use it as a conversational piece to figure out if the candidate can be…