I agree it sounds very reasonable. But the article mentions A/B tests. Did you actually do these tests? The heroine of your story has good reasons to believe that the described interviewing process is pretty good, but why do you believe that?
Sorry, my first reply added zero bits of information. Yes, I have absolutely managed hiring ads exactly the same way one manages selling things online, right down to split testing different ads, managing keyword buys, the usual yadda yadda. It’s tough, because there is so little signal.
It’s also harsh because the best source of good candidates are personal contacts, which violate just about everything in the post. Which suggests that the post is really only about one very specific thing, managing the inbound funnel generated by ads, cereers@yourcompany.com, and so on.
Your recommendations are sensible. It's curious that they seem to suggest that coding ability is close to a one-dimensional measurement of the candidate. Do you think we could measure the largest principal component of coding ability with a standardized exam, like IQ? That would save everyone the hassle of interviewing, and also ensure non-discrimination as a nice bonus.
I don’t personally think software development ability is one-dimensional, but the post was intended more as a caution against an anti-pattern than a how-to for interviewing. But since you ask about non-discrimination, this was on HN recently:
