How To Nail The Spth Hire

Welcome to the spth blog, where you will find tips for nailing your spth hire.

Easily the most frequent question we get asked at spth is “How do I nail the spth hire” and “How do I ace my interview”. To help answer these questions, we have put together a series of posts that detail some of our favourite topics and offer some insight into why they are so important.

We will be adding more posts frequently, so please check back regularly to stay up to date. As always, if you have any questions or comments, don’t hesitate to contact us at

How To Nail The Spth Hire

This blog is dedicated to helping spth candidates nail their interviews and make it to the offer stage. In a few posts, I will cover the topics that you should be familiar with prior to your interview. I will also provide tips on how to pass all stages of the hiring process.

What is Spth?

Spth stands for Software Test Professional at Home. This job has been posted by a number of companies, in particular Siemens and Convergys.

How To Nail The Spth Hire

Spth stands for Senior Product Technical Hiring. If you haven’t heard of it before, it’s the process by which companies hire you to join a top-tier technology or product team.

The general idea is that you go through several rounds of interviews, and then, if successful, get hired into one of the best technology or product teams in the world. It’s a pretty competitive process, but if you’re successful, it can lead to great things.

I’ve been through this process three times now as a candidate and it was pretty difficult, so I wanted to share some tips on how to be successful.

Before you even apply, you should know that there is a lot of competition. You should be aiming to get an offer from the most prestigious tech companies in order to have an easy time getting hired. This means getting multiple offers from the top companies like Google, Facebook and Amazon (and maybe Microsoft and Uber).

You should also know that these companies are looking for candidates who have demonstrated their ability to work with them on their most important projects. They want people who can demonstrate mastery of a wide variety of technologies, who can work well with other people on difficult problems and who are good at making

Welcome to our blog, aimed at helping you nail the SpTH (spth) hire.

There are four steps to the process:


Onsite interviews

Final onsite interview (including presentation and lunch interview)


The interview process is technical. But there are some key non-technical things to keep in mind, which we cover below.

About SpTH (spth) SpTH(spth) is a global leader in talent and career development for technology professionals. We are a founding member of the World Economic Forum’s Center for the Fourth Industrial Revolution, with a network of more than 2,000 partner universities around the world.

The Spth Hire is the best way to find new spth talent. It’s a great opportunity to see potential hires in action, and we hope it will become the standard way tech companies recruit engineers. This year we’re making the contest open to anyone, and we wanted to share some tips to help you put together a great performance. If you have any questions or feedback please email us at

No one likes working with incompetent people. Yet we spend almost all our time at work with them, so if we want to be happy we’d better learn how to deal with this fact.

The first step is realizing that the normal approach of trying to fix the problem by getting rid of incompetent people doesn’t work. If you can get rid of the incompetent people in your company, they will soon be replaced by other incompetent people. The reason is that most people are incompetent. That’s a pessimistic assessment, but it’s one I think any competent person would share once they thought about it for more than ten seconds, and it’s one that was endorsed by all the competent people I’ve talked about it with.

That may seem an outrageous claim, but consider the following argument from Richard Hamming:

Take some skill at which you consider yourself particularly gifted. Now consider how many failures there are in that field-the number of people who tried but didn’t succeed in making a living at it. How many painters are there? How many novelists? How many composers? And why did they fail? Usually because they were not good enough-they were not competent! Well, most of the people you see around you are not competent at what they are trying to

On the surface, this is not a great time to be a startup.

The most promising startups are getting bought by other companies: Groupon, which just IPO’d, was rumored to be going public at $25B. Twitter was rumored to be for sale for $10B. Instagram sold for $1B (and then Facebook’s stock crashed). Youtube had the same fate in 2006. And so on.

And yet there is still a lot of activity and money flowing into startups. The number of VC funded companies has remained stable since 2007, and the number of VCs has increased steadily:

This graph shows the number of venture-backed companies as reported by CB Insights. The line at the bottom is the number of venture capital firms.

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