Artifact-based hiring: ship code before titles

Everyone who joins Payle shipped working code before we ever talked about roles. No exceptions, including me. Resumes describe the past; artifacts predict the future.

How it works

• A small, real task from our backlog, not a puzzle, not a take-home theater piece.
• Strict acceptance tests: they fail before the fix and pass after.
• One review round on the artifact itself. Titles and comp come last.

Why it works

It selects for people who finish. You see code quality, communication, and judgment under real constraints, the exact skills the job needs. It also respects candidates: their work is judged, not their pedigree. It is the same rule I use for software, verification over vibes, applied to hiring.