With LLMs making remote coding tests unreliable, the new standard is face-to-face interviews focused on practical problems. Instead of abstract algorithms, candidates are asked to fix failing tests or debug code, assessing their real-world problem-solving skills which are much harder to fake.

When building his internal developer tools team at Meta, Adrian's hiring strategy was simple: find talented engineers who were already building similar tools on the side out of passion or necessity. He then offered them the chance to turn that side-hustle into their full-time, high-impact job.

Eleven Labs bypasses traditional hiring signals by looking for talent based on demonstrated skill. They hired one of their most brilliant researchers, who was working in a call center, after discovering his incredible open-source text-to-speech model. This underscores the value of looking beyond resumes.

A common hiring mistake is prioritizing a conversational 'vibe check' over assessing actual skills. A much better approach is to give candidates a project that simulates the job's core responsibilities, providing a direct and clean signal of their capabilities.

The most promising junior candidates are those who demonstrate self-learning by creating things they weren't asked to do, like a weekend app project. This signal of intrinsic motivation is more valuable than perfectly completed assignments.

Ryan Peterman joined Instagram's iOS team after two warring factions had "destroyed each other" and left. This "post-war" environment was full of low-hanging fruit, enabling him to make immediate, massive impacts like cutting the crash rate by 80% with a one-line change, accelerating his career.

When hiring, focus on what a person has created, not their stated attributes or background. A great "invention" (a project, a piece of writing, code) is the strongest signal of a great "inventor." This shifts the focus from potential to proven output, as Charlie Munger advised.

Ditch standard FANG interview questions. Instead, ask candidates to describe a messy but valuable project they shipped. The best candidates will tell an authentic, automatic story with personal anecdotes. Their fluency and detail reveal true experience, whereas hesitation or generic answers expose a lack of depth.

Ryan Peterman, who became a top engineer at Instagram, initially failed his Facebook interview. The interviewer ended it early, stating he wasn't good enough. This demonstrates that a single, high-stakes interview performance is a poor predictor of long-term career success and resilience.