The devs at @InterviewCoder now that they have to work the weekend to figure out how @interview_guard detects the thing they sell as undetectable

if @grok said it it must be true 🤷

don't worry @LeetCode we'll protect you from @InterviewCoder

our CTO just restocked vibe coders fear him women want to be him

this is what we're here to save your company from

@steve_cook @Interview_Guard @InterviewCoder IG doesn't require any more access than an undetectable tool like cluely or interviewguard We are also proud to state that we're a privacy first company and we don't store any of your data. We use real time monitoring during a scheduled interview to flag irregularities to

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We turned on post notifications for @InterviewCoder This way we won’t miss a single tweet they post They’ll either have to reply to us, delete our comments, or block us One way or another they’re going to learn who we are

Hot take Just don’t cheat in an interview We’ll catch you anyway

Next quarter I’ll be promoted to SVP of Talent. Possibly CHRO by Q4. I still don’t know how many of our employees are real. But I know what matters. The graph goes up and to the right. We’re a culture-first organization. Culture means never letting reality get in the way of

We’re hitting headcount targets. Headcount is a metric. Metrics go in dashboards. Dashboards go in board meetings. Board meetings get me promoted. I told the board we “reduced screening time by 70%.” We did. We stopped screening.

Last month I told the CEO we were experiencing “unprecedented hiring velocity.” He congratulated me. He didn’t ask why productivity dropped 38%. Or why our production database is named final_final_REALthisone.sql

HR asked how we plan to measure interview quality. I said we’d “leverage multi-dimensional talent analytics.” They asked what that meant. I said “alignment.” They nodded and stopped asking. Alignment is a powerful word.

Our VP of Engineering said half the team logs into Zoom from Antarctica. One candidate’s timezone changed three times during a single interview. Another engineer blinked once in 47 minutes. I said that was “focus.” We hired him. He’s now a Staff Engineer. He’s 17.

Last week the CTO asked why all our new engineers write in the same tone. He said their code comments “read suspiciously like an LLM hallucination.” I scheduled him for a leadership coaching session. He stopped asking questions.

I mentioned we could use InterviewGuard to detect AI tools during interviews. He said, “If we detect it, then we’d need to do something about it.” I asked what that would be. He said, “Exactly.” So we agreed to ignore it.

I told my boss this might be a problem. He said it doesn’t matter. “We’re a culture-first organization,” he explained. I don’t know what that means. But it’s in our employer branding deck, so it must be true.

Their code doesn’t run. None of it. One engineer submitted a pull request that included a live ChatGPT conversation in the comments. Another delivered a Terraform config that deployed Fortnite. Our backend crashed twice because someone copy-pasted the wrong StackOverflow

Last quarter I told my CEO that AI cheating in interviews “might be something to keep an eye on.” He said cheating “only happens in school.” He hasn’t interviewed anyone since 2014. We hired 126 people last quarter. Based on how well they interviewed, I’m pretty sure 124 of