How to Make Tech Talent Hiring Better (for candidates & companies)!
<p><em>This blog post is co-authored by </em><a href="https://www.linkedin.com/in/jeremy-jessup/" rel="noopener ugc nofollow" target="_blank"><em>Jeremy Jessup</em></a><em>, Staff Software Engineer in the Intuit Consumer Group, and </em><a href="https://www.linkedin.com/in/brian-schick-20202/" rel="noopener ugc nofollow" target="_blank"><em>Brian Schick</em></a><em>, Staff Software Engineer in the Intuit Identity Platform Team.</em></p>
<p>Intuit’s ability to drive innovation, achieve technological excellence, and fulfill our mission to our customers is rooted in our global engineering culture. That makes hiring one of the most important things we do.</p>
<p>As with product development, <strong>we continuously tune Intuit’s approach to “assessing for awesome” (A4A) </strong>to help us make more informed decisions about candidates — and help them make informed decisions about us. In addition to offering candidates an opportunity to fully showcase their unique talents and abilities, we want them to come away with a firsthand understanding of who we are and how we work together. That’s why we’ve designed an interview experience that reflects the actual working environment a candidate would experience if they joined our team.</p>
<p><a href="https://medium.com/intuit-engineering/how-to-make-tech-talent-hiring-better-df898451bb8a"><strong>Read More</strong></a></p>