Hiring Great SREs
summary
Claims that personality traits predict SRE success more than listed tech skills, and that a structured, repeatable pipeline yields clearer hiring decisions. Uses phone screens, two-interviewer panels focused on domains (monitoring, networking, OS, distributed systems, DBs, programming), plus a top-grading panel and a hiring huddle. Assessment uses a rubric with weighted scoring (per-topic weights, technical and nontechnical sections) to force thumbs-up or thumbs-down. Iterated for a year at Twitter and reports it improves signal, speeds decisions, and reduces borderline outcomes.
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chapters (9)
- 0:00Introduction to hiring
- 2:29Defining hiring goals
- 5:26Identifying SRE traits
- 8:03Applying evaluation criteria
- 10:19Improving interview processes
- 12:51Twitter interview structure
- 15:29Using rubrics for assessment
- 18:20Interviewing junior candidates
- 20:11Selling the role and culture
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