"How should that ranking be done? Unfortunately, the McKinsey consultants spend very little time discussing the matter. One possibility is simply to hire and reward the smartest people. But the link between, say, I.Q. and job performance is distinctly underwhelming. On a scale where 0.1 or below means virtually no correlation and 0.7 or above implies a strong correlation (your height, for example, has a 0.7 correlation with your parents' height), the correlation between I.Q. and occupational success is between 0.2 and 0.3. "What I.Q. doesn't pick up is effectiveness at common-sense sorts of things, especially working with people," Richard Wagner, a psychologist at Florida State University, says. "In terms of how we evaluate schooling, everything is about working by yourself. If you work with someone else, it's called cheating. Once you get out in the real world, everything you do involves working with other people."

Wagner and Robert Sternberg, a psychologist at Yale University, have developed tests of this practical component, which they call "tacit knowledge." Tacit knowledge involves things like knowing how to manage yourself and others, and how to navigate complicated social situations." (gladwell)

There are a lot of smart people - but only  few turns out to be successful. Why? it's because they don't have everything else.

This is why we don't always hire every single smart person that we meet. If we think they don't match the personality that we want in the company, it doesn't matter how smart you are, we will give a pass on you.

On the other hand, it is important also to have people with brains, people that can persist and accomplish difficult and long task. It is real world, not a homework. When you are at school, you can simply code your assignment and get an A - and forget about them. In the real world, you need to maintain that code, enhance and refactor it.

The real world is a marathon - school is a sprint.

I've see suggestions that we can only review the level of a developer in the first three months of their work. That's wrong and foolish.

You will know what kind of developer you get on the first day. If you suck in the first day, another 100 repeats of the first day won't mean anything.

We do tests before interviewing for our available positions, but your score is not the only variables we care about.

The tests are moderate to high - but those are design to give chances for young people who has just graduated or little work experience to be noticed.

It is also to allow people with an average resume for reasons of one way or another to show their potential.

If your resume is unusual and you don't too well in the interview (although not that badly), we will most likely interview you because we want to find out way a person with such resume can fail the test.

But if your test score is bad and your resume is boring, then sorry, SilverKey is the wrong place for you. I would not claim that SilverKey is full of IQ geniuses, but we are full of people that can learn and get things done and still manage to be nice to each other - and that is a kind of genious on itself.