Don’t Become a Data Scientist!

I’ve also seen a lot of good candidates turned away because a company simply can’t find the right fit. It’s my goal to share my journey with you, so you can avoid the same mistakes.

This is the first installment in a three-part series. Part two will focus on how to recruit data scientists. Part three will focus on how to hire data scientists.

So, let’s get started.

Part One: A Data-Driven Recruitment Journey

My journey into the world of data started with a random email.

On my first day as a new manager, I received an email from an applicant for a software engineer position with a prominent company.

The email was a good start. The applicant had a bachelor’s degree in computer science and had several years of experience. He was a solid candidate.

But when I looked at his resume, I noticed that the applicant had a master’s degree in finance. I also noticed that the applicant had a few years of experience working in a financial institution.

I wondered to myself: Did I just see the end of the road for this applicant?

I knew that hiring managers often reject candidates with advanced degrees, even if they have experience. But I also knew that candidates with advanced degrees often have a strong work ethic.

This applicant was a good fit. But I wasn’t sure if he’d be able to perform well in a position that required a lot of work.

I was skeptical, but I decided to give this applicant a chance.

As the interview began, I asked the applicant a simple question: “Tell me about yourself.”

The applicant gave a brief response about his education and work experience. He described himself as a self-starter who wasn’t afraid to work hard.

I was impressed.

I didn’t know what to expect from the applicant. I didn’t know whether he would be able to perform well on the job or not. But I knew I had to make the right decision.

I asked the applicant if he had any questions.

He asked me: “Do you think the company will be successful?”

This question shocked me.

I knew that the applicant was asking if I thought he would fit into the company culture.

I said, “Well, we don’t know that.”

The applicant asked, “What do you mean?”

I told him: “We don’t know whether the company will be successful in the future. But we do know that we won’t be successful if we don’t have the right people.”

That was when the applicant said, “Then I’ll try my best.”

I knew the applicant was a good fit.

I asked the applicant if he had any experience working on a trading platform. He said he didn’t.

“What do you mean?” I asked.

The applicant said, “I’ve only worked on Excel and SQL.”

I wasn’t surprised.

I told him that we worked with a number of high-frequency trading platforms. I asked him if he had experience writing trading programs.

He said, “No.”

I asked him: “Have you ever worked with large datasets?”