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PaperclipPerfector  2d ago (text post)   2479 thread views

Small-Scale Question Sunday for February 8, 2026

Do you have a dumb question that you're kind of embarrassed to ask in the main thread? Is there something you're just not sure about?

This is your opportunity to ask questions. No question too simple or too silly.

Culture war topics are accepted, and proposals for a better intro post are appreciated.

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You're putting words in the GP's mouth.

No, he insulted my pedigree by insinuating I don't have one. If you look up the definition of pedigree, it's an insult to blood. I'm sure he meant school but that's almost as bad, especially by repurposing that word.

They use ruthless high-pass filters before they begin to read resumes.

Ruthless or just incompetent? If test scores aren't a part of your "ruthless" filter, you're just doing DEI for striver kids at that point.

Pedigree, prestige, track record....call it what you want, they serve the purpose of bringing a 100k applications down to a digestible hundred that are worth looking at.

So they are just lazy and incompetent? Maybe I don't want to work with them then.

So a white Christian whose religion tells him that lending money and working with derivatives is a sin ?

https://www.biblegateway.com/passage/?search=Matthew%2025%3A14-30&version=ESV

The paths are well defined. if #1 isn't for you, then do #2. If not #2, then idk what's left.

Is it really this bad? I can try to kind of do 2 but I'm not going to do anything I don't enjoy that isn't profitable. I kind of assumed a smaller form with some competent, legacy American hiring managers would be smart enough to interpret my résumé correctly.

  • -12

Whining about the hiring practices of highly profitable and successful firms in a cutthroat industry because they won't give you the time of day is a very bad look.

It's silly to think the correlation between hiring competence and profit is 1. Or even over .70.

You're both right to a degree IMO. Some of the metrics used in Quant recruiting are probably dumb but also they've got 100k resumes from top percentile applicants and can't blame them for leaning on the previously applied great sort.

I doubt they get that many apps from the top percentile. Top percentile is probably top 25% or more at a quant firm.

There are a lot of people in the world and quant is super desirable. Napkin maths but even the USA alone has 3M top percentile and quant is inherently very international.

Most people serious overrate the psychometric ability of hiring managers. I've talked to quants and many are not that smart. They're probably 97th percentile strivers. I put myself around true 140 IQ.

I put myself around true 140 IQ.

You are probably in good company with the rest of the "midwit quants". They think they of themselves much like you do.

Most people with claimed 140 IQ are overestimating by 20 points. I know enough about psychometrics to know how to avoid that for myself. On their scale, I tend to tell them I'm 160 IQ, because that more efficiently communicates the level in their lingo.

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