IMHO, if a company cannot execute a hire in three interviews (or generally less), there are serious structural issues that one should steer clear of.
That said - the applicant screening process is where the most significant work-multiplication value lies; to this end, I cannot stress the significance of writing and communications skills with regard to the quality of a CV / resume. If the execution in this area is poor, it will be poor elsewhere. This is one's pitch deck, of sorts.
Frankly, there is a more critical question IMHO than (the existence or quality of) one's university degree or developer skill set: can a prospective hire with relevant experience and a history of execution be put in front of clients, co-workers and investors to communicate concisely and clearly?
Answer: they can certainly start with selling themselves during the interview process.
With the right hire, it can then be possible that requirements gathering is better defined, technical documentation is accurate, and work sizing becomes an exercise in clear communication of risk. It also makes culture fit a much simpler proposition.
This correlates well to my personal experience. The companies with the longest interview processes have been the worst to actually work for: 8+ hour interview processes, 5 or 6 individual interviews, HR "behavioral" interviewing, on and on. The longer the process, the more dysfunctional the organization, the worse the actual job.
IMHO, if a company cannot execute a hire in three interviews (or generally less), there are serious structural issues that one should steer clear of.
That said - the applicant screening process is where the most significant work-multiplication value lies; to this end, I cannot stress the significance of writing and communications skills with regard to the quality of a CV / resume. If the execution in this area is poor, it will be poor elsewhere. This is one's pitch deck, of sorts.
Frankly, there is a more critical question IMHO than (the existence or quality of) one's university degree or developer skill set: can a prospective hire with relevant experience and a history of execution be put in front of clients, co-workers and investors to communicate concisely and clearly?
Answer: they can certainly start with selling themselves during the interview process.
With the right hire, it can then be possible that requirements gathering is better defined, technical documentation is accurate, and work sizing becomes an exercise in clear communication of risk. It also makes culture fit a much simpler proposition.