This whole article is predicated on the idea that you can quantitatively measure the performance of a software engineer. That seems completely unfounded.
Why isn't it? Any job where enough information can be known to know that someone should be fired or promoted is a job that can be quantitatively measured to some degree.
I don't think that true—what the article is saying is that different hiring activities are more or less useful in predicting the future success of a hire. And the more measures you employee intelligently, the more predictive the process becomes.
