Robert Playter
speaker
1,075 appearances
1 recordings
1 series
first heard Apr 2023
last heard Apr 2023
Robert Playter’s voice in public audio — every appearance, attributed to the second.
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Appearances
And you could ask, but what makes that hard is you have to ask a probing question about it.
You have to be smart enough about what they're telling you, their expert at, to ask a good question.
And so it takes a pretty talented team to do that.
But if you can do that, that's how you tap into, ah, this person cares about their work, they really did the work, they're excited about it, that's the kind of person I want at my company.
At Google, they taught us about their interview process, and it was a little bit different.
We evolved the process at Boston Dynamics where it didn't matter if you were an engineer or you were an administrative assistant or a financial person or a technician.
You gave us a presentation.
You came in and you gave us a presentation.
You had to stand up and talk in front of us.
And I just thought that was great to tap into those things I just described to you.
At Google, they taught us, and I think, I understand why.
They're hiring tens of thousands of people.
They need a more standardized process.
So they would sort of err on the other side, where they would ask you a standard question.
I'm gonna ask you a programming question, and I'm just gonna ask you to write code in front of me.
That's a terrifying application process.
It does let you compare candidates really well, but it doesn't necessarily let you tap in to who they are, right?
Because you're asking them to answer your question instead of you asking them about what they're interested in.
But frankly, that process is hard to scale.
And even at Boston Dynamics, we're not doing that with everybody anymore.
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