> You can't dismiss the fact that hiring python is hard.
I deny that hiring Python is hard beyond “hiring is hard”.
> You think you're getting a good programmer, because they know all the leetcode tricks,
Unless I want someone for a role that is very much like reproducing leetcode tricks, I don't think I would think someone is good for it because they are good at those. In fact, leetcode is mercilessly mocked as being almost completely irrelevant as a positive signal for hiring, though it may be useful as a filtering tool to reduce an overwhelming volume of applicants to a manageable one where high rates of both false negatives and false positives, but some slight advantage over just randomly discarding applicants, is tolerable.
Well considering I made the initial statement, no, it's not. A company I used to work for once hired exclusively from the must-have-Python-experience pool (not my decision) and the cto fawned over how well he solved this "well-known-leetcode problem", and he utterly failed my problem, which tests for actually useful competency... of course he was hired -- and turned out to be a complete lemon. I remember that hiring round distinctly, everyone we interviewed for that position (n~10) was competent for the leetcode problem but never did basic things in my interview like "write tests", "don't try to make a complicated algorithm", etc, even when told explicitly to do/ not to do those things.
Outside of that I interviewed several of my friends (I know them from a non-programming context, so I don't know their competency) who were predominantly python devs, and completely noped out of them for the same reasons (and these were my friends).
I deny that hiring Python is hard beyond “hiring is hard”.
> You think you're getting a good programmer, because they know all the leetcode tricks,
Unless I want someone for a role that is very much like reproducing leetcode tricks, I don't think I would think someone is good for it because they are good at those. In fact, leetcode is mercilessly mocked as being almost completely irrelevant as a positive signal for hiring, though it may be useful as a filtering tool to reduce an overwhelming volume of applicants to a manageable one where high rates of both false negatives and false positives, but some slight advantage over just randomly discarding applicants, is tolerable.