Luckily ThoughtWorks had a process that was a bit different from the usual standards companies had back then. After a quick recruiter screening, they sent me three options of a code challenge, a small problem I could solve in any programming language I would like to use. My code submission would then be used during follow-up interviews, including a pairing session where a ThoughtWorker and I would try to extend my code adding a new feature.
Employee Development by using Skill Cards The goal is to build a hand of cards that make up that person’s most relevant personal growth areas. To do this, both the people leader and team member start with a deck of the same skill cards each. In private, each goes through this deck and sorts these cards into three stacks: not relevant, good enough, and to improve. By discussing why each card was placed where, with particular focus on those that do not match, a real, structured, and to-the-point conversation occurs. By focusing on reasoning—what led you to place this card here?—both can develop a shared understanding of the other's views. The main event, however, comes in focusing on those cards in “to improve”. To create focus and drive actual impact, these cards are discussed and prioritized. With a clear priority and a shared understanding of the individual aspects of each, tangible actions are crafted that can be taken to grow one’s career. LinkedIn Rob Sawyer mobi...
It's the google code jam approach
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