I've been around in the software industry for a while, and I've always been involved in interviewing and recruiting. It was only recently, however, that I was reminded of what it's like to be on the other side of the interview process. Identifying and landing great candidates is really hard - I typically interview about 10-20 candidates for each offer we make. One of the most frustrating things is when we find a great candidate and offer a position, only to have them turn us down. I wanted to take the opportunity to see what could be learned from looking at the process from the candidate's perspective. I made several observations that I think can help both in identifying the right candidates, and making sure that we land them.

I’m currently leading a team at Bing called “Whole Page Organization”. We are responsible for a range of features that are displayed in the web search results page. One of the key common threads between the features that we build is that they are centered around understanding heterogeneous data coming from various backend services, and they are intended to add a level of cohesiveness and richness to the experience for our users. We are a very data driven team. Whenever we build a new feature, or make non-trivial changes to an existing feature, we strive to measure and understand the change as deeply as we can. Sometimes, however, we need to make a decision that conflicts with what the data tells us.

My old site was so outdated and difficult to maintain, that I've decided to kill it and start from scratch. So out with the old, and in with the new. I'm not sure how active I'll be on here, but my current intention is to add a new rant to the site every couple of months.

Let's see how it goes.


    Tim is a software guy. He's been researching and building software since the mid nineties. He's passionate about tech, but thinks of himself as a people person and a collaborator.


    January 2013
    October 2012
    September 2012