Hire better data scientists: A field guide for hiring managers new to data science.
Hire better data scientists: A field guide for hiring managers new to data science.

If you’re new to hiring data scientists, it’s likely you’re terrible at it. Hiring is a huge responsibility and easily one of the most important things you do as a manager. Even a single bad hire can drag down your team’s productivity, kill morale, decrease team retention, and generate a significant amount of work (and headache) for you as a manager. From the job description to the interview to the offer, this series of posts is intended to memorialize hard won wisdom in hiring data scientists over the last few years, focusing on how to enhance the candidate interview process and get less…you know…terrible,

N.b., these are my opinions and not representative of those of my employer. This (these) posts are simply to memorialize some of the things that I’ve learned in an informative manner. While I hope you find them useful, they’re not official statements of any kind.

Authors:

Eli Goldberg, PhD, MSc, Director of Data Science in Clinical Analytics, Analytics and Behavior change at CVS-Aetna

Benjamin Goldberg, PhD, Instructor in Humanities and Cultural Studies at USF, currently trapped in Bulgaria on a Fulbright.

If you’re new to hiring data scientists, it’s likely you’re terrible at it. Hiring is a huge responsibility and easily one of the most important things you do as a manager. Even a single bad hire can drag down your team’s productivity, kill morale, decrease team retention, and generate a significant amount of work (and headache) for you as a manager. From the job description to the interview to the offer, this series of posts is intended to memorialize hard won wisdom in hiring data scientists over the last few years, focusing on how to enhance the candidate interview process and get less…you know…terrible.

Here’s some organization for these articles. I’ve bolded the part you’re on for convenience.

Part 1. Creating better job descriptions brings in better talent.

Part 2. Create a clear interviewing process.

Part 3. Good interviews have structure.

Part 4. Good companies respect their candidates time.

Part 5. Don’t get emotional about compensation.
['Eli Goldberg']
['Machine Learning Ai', 'Hiring Tips', 'Data Science', 'Office Hours', 'Management And Leadership']