## Highlights - You should always try to have at least six people interview each candidate that gets hired, including at least five who would be peers of that candidate (that is, other programmers, not managers). You know the kind of company that just has some salty old manager interview each candidate, and that decision is the only one that matters? These companies don’t have very good people working there. It’s too easy to fake out one interview, especially when a non-programmer interviews a programmer. ([View Highlight](https://read.readwise.io/read/01jacra3n8adh4eskx0fb0cynz)) - In principle, it’s simple. You’re looking for people who are 1. Smart, and 2. Get things done. ([View Highlight](https://read.readwise.io/read/01jacrd42rfjc5ag45ykq2nmee)) - People who are *Smart* but don’t *Get Things Done* often have PhDs and work in big companies where nobody listens to them because they are completely impractical. ([View Highlight](https://read.readwise.io/read/01jacrddk3be5fftbhq8g9qwwa))