您如何评估工程师，除了与职位描述的匹配度之外？
我很好奇其他人在实践中是如何处理这个问题的。
在纸面上，招聘通常从明确的标准开始：技术栈匹配、工作经验年限、之前的职位。然而，我注意到许多候选人与职位描述可以很好地对接——有时甚至会调整谈话内容以适应职位描述，但这并不一定是真正的信号。
随着时间的推移，我开始看到两个层面：
1. 正式匹配——经验、技能、角色对接（这仍然很重要，必须具备）
2. 人际匹配——在困难时沟通的感觉
让我感到惊讶的是，第二个部分往往在后期变得决定性。
当优先事项发生变化、截止日期延误、工作范围变化，或者有人需要在职位描述之外工作时，技术差距通常可以解决。但糟糕的沟通或缺乏信任则会变得非常昂贵。
所以我想知道：
- 你个人是如何评估这种人际方面的，而不仅仅依赖直觉？
- 你是否见过因为沟通问题而导致强大的技术匹配失败的案例？
- 在面试过程中，你有没有具体的信号去关注？
我对实用的方法感兴趣，而不是理论。
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I’m curious how others approach this in practice.<p>On paper, hiring often starts with clear criteria: stack match, years of experience, prior roles. But I’ve noticed that many candidates can align well with a job description - sometimes even shape the conversation to fit it without that being the real signal.<p>Over time, I started to see two layers:
1. Formal fit — experience, skills, role alignment (this still matters and must be there)
2. Human fit — how communication feels when things get hard<p>What surprised me is how often the second part becomes decisive later.<p>When priorities shift, deadlines slip, scope changes, or someone needs to work outside what was written in the role - technical gaps can usually be solved. But poor communication or lack of trust becomes very expensive.<p>So I’m wondering:
- How do you personally evaluate this human side without relying on gut feeling alone?
- Have you seen cases where strong technical fit failed because of communication?
- Do you have concrete signals you look for during interviews?<p>Interested in practical approaches, not theory.