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Growing the Site Reliability Team at LinkedIn: Hiring is Hard

Greg Leffler (LinkedIn)
Average rating: ****.
(4.64, 25 ratings)
Slides:   1-PPTX 

Main Idea:
Despite reams of data discounting traditional ways of screening talent, many companies still use coding puzzles and interviews to evaluate potential employees. There are far more effective ways to determine whether a candidate is a good fit.

Subtopics:
* The old interview process doesn’t work
* Provide data about why this is case
* Talk about what does
* Realistic job previews
*
Structured interviews
* Situational judgment tests
* How we implemented these things at LinkedIn
*
Live Troubleshooting Module
* Revamped systems internals & architecture modules
*
Triage & Investigation Module
* Results of these changes
* Data about candidate satisfaction
*
How we’re collecting perf data
* What you can do to make your interview process better

Conclusion:
We want candidates who are excited about LinkedIn, who fit our culture, and have the skills necessary to do the job. Our screening process is designed exclusively around those 3 goals. Using state-of-the-art I/O Psychology practices makes the outcomes better for everyone involved. We’ll provide examples for how we implemented these modules and how they impacted candidate experience.

Photo of Greg Leffler

Greg Leffler

LinkedIn

Greg Leffler is Manager of Site Reliability at LinkedIn and architected revisions to LinkedIn’s SRE hiring process, including the development of real ‘on the job’-like troubleshooting and triage exercises. Greg also holds a Master’s degree in Industrial Psychology from Old Dominion University. He currently leads the New York City division of the Core/Security/Traffic SRE team.