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Hey All!
I have a phone interview for a data scientist role at snowflake comming up. Any advice on how to prep?
The email indicates that the call will cover my experience, motivations, and understanding of Snowflake.
Curious if other have gone through the process and have insights to share. Or if anyone at snowflake can shed light on how I can be effective.
Snowflake Inc.
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i think of it less like “lowering the bar” and more like “adding another bar”. there isn’t just one measure for a good hire. you should be looking for the technical know how to do the job, culture fit, maybe a certain amount of experience, and add another measure for if they diversify your team. diversity can be race or gender, but also consider education and experience in other fields or industries.
Agreed. Diversity is part of the bar. A non-diverse team is more likely to stay stuck on a local maximum.
Honestly many of us are overqualified technically and ability wise for most of the work out there. Teamwork and commitment and dedication are what really matters. Very often managers unconsciously choose people like them ( so white guys mostly ), and it’s self perpetuating.
Aiming for diversity can overcome some of this bid and good statistical studies show that teams and firms with diverse backgrounds and points of view are often more successful.
I’m speechless. I completely disagree with the comment above and through tactical experience know the original statement to be true. This is what intentional hiring is all about. Hiring with all factors in mind (emphasis on building bridges and empowering all people equally by balancing and shifting focus in areas we lack) to truly build out the best teams possible is the focus. Anyone who doesn’t meet requirements are passed on, just the same with any other circumstance.
In practice, diversity-oriented hiring entails lowering the bar, avoiding recruitment efforts of a certain group or groups, moving certain groups through the hiring process faster than other groups, or denying roles to qualified members of one group due to lack of qualified candidates of another group. Of course qualified candidates from any demographic group can exist, but explicitly hiring in a manner that’s diversity-oriented entails doing one or more of the above. These are all unethical at worst or counterproductive at best. Generally diversity focus in hiring is driven by ideological motivations or a “public relations” angle so it’s common for people to want to claim that the practice is not discriminatory/unethical without substantiation.
Examples of lowering the bar that I’ve seen include having a lower Years of Experience requirement for certain groups for initial consideration for a role, skipping one of the components of the interview process (coding exercise) for certain groups, and hiring for a certain role at a certain level but holding some groups to the standards one level below the level being hired at.
It’s overly simplistic to say that current demographics in tech are due to hiring practices that intentionally excluded certain groups. It may be a partial factor, but almost certainly not one of the most important factors.
Furthermore, whether or not you agree with that, two wrongs don’t make a right. Discrimination is bad, if you believe that as an ethical principle, then even if you’ve come to believe the current state is what it is as a result of discrimination, you shouldn’t want to address this via discrimination. To be fair, there may be some underlying ethical principles at play here which just discrimination in the minds of tech hiring managers, they’re just dehumanizing ethical principles.
It’s good to be conscious of your biases, and probe for your own potential implicit biases, *so that* you treat and respect people as individuals and assess their talents and capabilities accordingly. It’s not humane to add explicit identity-based biases to your thinking and hiring processes.
Lol who said that? Ofc the bar is lower haha. I will say though not all minorities are diversity hires, but the ones who are actually diversity hires are very obvious.
You’ve done a stellar job convincing me never to take an interview with Snap. Too bad, I usually like the underdogs.
I agree with what time others have said - trying to hire more diversely is just an acknowledgement that we don't have employees that represent the population of the world well. It is silly to think that minorities would not do a good job, so it is on companies to invest in pipeline sources that give them candidates from a variety of backgrounds, as well as making sure their company culture isn't exclusive. I've been at three different tech companies in Seattle, and I've never met a "diversity hire" that was hired due to them having minority status. No manager wants to hire dead weight. New hires met the hiring bar.
Companies are catching on that diversity is good for business, too. Turns out if you have people from only one demographic make a product, they can unintentionally make things offensive, or short sighted in a way they didn't anticipate.
The diversity learning I've seen is making sure we aren't excluding someone unnecessarily. Diversity is a lot of work to maintain, and it takes time and money. I think we're lucky that the right thing to do aligns with what is good for business in this scenario.
I agree with that statement but to make it real it takes work that people who want diversity are not always ready to put in. (which opens the question “do they *really* want it for what it is?”, a lot don’t care much)
Getting to diversity without “lowering the bar” (gosh! I hate this expression, seems so wrong to me!), you must make sure:
- offers reach diverse pools of candidates (do no publish always in one same university, spread in women networks, other state, associations acting for giving opportunities to minorities...)
- kids and teens are able to project themselves in every fields, consider studies that will led them to there. (A neutral example: in France 10 years ago the gender ratio in engineering schools specialized in aeronautics was 93% of males, 7% of females... is that a surprise that this ratio was about the same, a bit lower as there is time inertia, in the engineering departments in the big aeronautics companies? Not really).
- diversity a normal thing and not an exceptional thing, it starts with training all the teachers of the chain stopping asking questions like “wooow, really you want to be an aeronautics engineer ?!” With their eyes saying, when it’s not their mouth, “but you are a woman, are you sure you just don’t want to be onboard crew in planes?” Or “but you are from xxx, you should just target aeronautics mechanics...”, etc.
Both companies and individuals can be actor of the change regarding at least these first 2 objectives. Companies can send offers to different universities, be more open to remote work, send employees to talk in high schools, give tours to classes of kids less likely to end in their sectors, support networks, sponsor a fellowship or partner with an organisation via an internship program, etc.
Individuals can get involved in the alumni networks of their universities, systematically spreading offers in them, they can give a bit of time as role models in different organisations engaged to propose diversity in not so diverse sectors, they can choose the conference they take part of, they can give scholar/homework support to kids in need, they can volunteer as “god-mother/-father” for fellowships, etc.
The 3rd one is tougher, as it is erasing deep rooted biases sometimes, but as an individual some way I saw working is organizing workshops with colleagues, creating open discussions linked to current events, or just showing example...
If the caliber of the candidate is what’s a sticking point for the anti-diversity mindset, also remember the hiring process itself is somewhat not deterministic - the easiest thing to observe is perhaps salesmanship, practiced interview skills around coding/problem solving, and demonstrated experience - it is harder to project with certainty a candidate’s true future contribution to the team, and the job in the actual environment - their dedication, motivation, team skills, eagerness to adopt/learn and generosity towards coworkers etc. The apparently confident, entitled individual might do better than someone with less self assuredness, but may actually be no more productive in the long run. Diversity does add some well understood values to the work place, so even if a candidate seemed to under perform by an “acceptable” margin within the limited framework of an interview process - its well within the margin of error that this candidate might be just as effective if not more.
Batch hiring is very important. It lets the company recruit a diverse class. Without it they'd just choose the "safest" candidates all the time.