Anthropic team drops coding interviews in favor of weekend prototypes
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Felix Rieseberg of the Anthropic team said that this month they have removed the coding interview from the hiring process, because small React/algorithm questions cannot measure real impact, and Claude is stronger at such questions. Instead, he assesses business impact, radical ideas, and runnable weekend prototypes, and believes that the "hunger" of junior engineers can outweigh seniority. Team newcomers Anthony Morris and Alice Zhao built a Claude Code graphical interface prototype over the weekend, and a public version was available about eight days later.
View original postThe coding interview is dead, at least for my team at Anthropic. I've seen enough to know that it no longer provides signal. I removed it from loops this month. I have a spicy, optimistic take - I think there's an opportunity for junior engineers: https://t.co/PVvpQCbQtK
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The coding interview is dead, at least for my team at Anthropic. I've seen enough to know that it no longer provides signal. I removed it from loops this month. I have a spicy, optimistic take - I think there's an opportunity for junior engineers: https://t.co/PVvpQCbQtK
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Anthropic 团队 Felix Rieseberg 表示：他的团队在招聘流程中已经正式拿掉了编程面试！并认为初级工程师对成功的「渴望」能胜过资历！
https://t.co/ROt8jyOuOz
为什么取消编程面试呢？ 小 React/算法题测不出谁真正有冲击力，Claude 在这些题上更强。新人常带着「无知」看见老员工看不见的摩擦（Stripe / Notion 离线与大屏等例子）；代价是组织还不听你的：直到执行成本下降，可运行原型能绕过冗长 PRD 与拉票。
取而代之的五个做法 1. 选业务影响，不只啃 backlog。工程师是来创造商业价值的（引用 Patrick McKenzie 2011）。弄清公司（或大公司里本部门）真正要什么；看准经理的经理那一层目标，往往是有用高度。 2. 选一个激进想法。做成了会显著抬高组织达成目标的概率。 3. 一个周末就把原型做出来。跳过冗长 PRD、拉票、排队设计/产品，用可运行原型说话。 4. 一次只推一个好点子。别把三种好想法埋进二十个糟点子和「新语言 + 后端 + 移动端」大杂烩；原型要让领导立刻看懂机会，并认出你能接着跑。 5. 用新鲜视角。面向用户时，你更像外部用户；做基建/工具时，你还没学会「为什么不可能」。
Felix 不认为编码面试会大面积回归。在 Anthropic 里，Anthony Morris 与 Alice Zhao 两个相对新人周末做出 Claude Code 图形界面原型，约八天后有公开版，好 GUI 很受欢迎。他自己还在摸索「怎么面试会用 AI 建造的人」；目前扫简历和作品集，找能体现品味、共情与原则性思考的小原型。欢迎更好办法。