A company renowned for its rigorous talent selection inadvertently excluded the very individuals it aimed to attract during its interview phase.

In early July, Li Bojie, a former Huawei 'genius teen,' took to social media to publicly outline three major shortcomings in DeepSeek's interview procedure. His credentials are impeccable and easily verifiable: a graduate of the University of Science and Technology of China's elite youth program, a member of Huawei's inaugural cohort of 'genius teens,' a former lead in Huawei's AI infrastructure division, and currently serving as the Chief Scientist at Pine AI.

It is understood that after acing DeepSeek's written examination, Li Bojie found himself in limbo for half a month, with no interview scheduled. It was only after his persistent urging that an interview was finally arranged. Industry insiders have disclosed that DeepSeek's recent hiring spree has outpaced the expansion of its interviewer pool. Consequently, the transition from the written test to the interview—a pivotal moment in the selection process—has become a bottleneck.

During the second interview, the interviewer arrived late. When Li Bojie elaborated on his research focus, the interviewer's reaction was, in Li's words, dismissive. An interviewer with a background in foundational model engineering displayed a lack of comprehension regarding research-oriented tasks. This incident revealed not just a lapse in etiquette but a fundamental flaw in the cognitive framework of the screening system.

The coding interview took center stage, with Li Bojie utilizing two screens. This led the interviewer to suspect him of code plagiarism, insisting that unless Li could prove his innocence, the interview would be aborted. Li Bojie promptly terminated the interview.

DeepSeek is widely recognized as a leading force in China's large model sector. Many who have undergone interviews with the company have taken to social media to share their experiences, noting the exceptionally high recruitment standards. For instance, when DeepSeek advertised a position for a literary product manager, it stipulated that only graduates from Tsinghua or Peking University would be considered.

While the academic requirements are stringent, Li Bojie's ordeal underscores that high standards do not preclude a flawed process.

As of the time of writing, DeepSeek has yet to issue a response regarding the matter.

Subsequently, Li Bojie lamented that 'the attention garnered from a short essay surpasses that of publishing a paper.' He clarified his motivation for interviewing with DeepSeek: the work at foundational model companies offers greater potential for growth. It is ironic that an individual actively seeking such growth was asked to prove his innocence during the interview. This aspect is more noteworthy than the procedural delays.

When DeepSeek's expansion outpaces the maturation of its systems, the selection mechanism becomes distorted, and the first to fall through the cracks may be the very individuals the company is most eager to retain.

This incident suggests that DeepSeek's interview resources have not kept pace with its rapid growth. It also sheds light on why, in a previous recruitment drive, DeepSeek placed a strong emphasis on hiring HR personnel.

What are your thoughts on DeepSeek's interview challenges? Share your opinions in the comments section below.