No I think what they're saying is that they want ability to be the only (or at least by far the primary) metric used to evaluate the fitness of a candidate.
There's no magical measure for ability. People tend to hire people who look like them and act like them, simply because in their mind that is what seems correct. That's how humans have always behaved, and it isn't going to change.
Then they're saying specifically Chinese and Indian managers hire people who are less skilled than the best candidates available to them. It's a fishy claim that needs proof.
More mediocre than other people in the company? Presumably the manager is themselves an immigrant, possibly also on a visa. OP's saying they deliberately saddle themselves with people who are worse on every dimension, and thereby make their own job harder. And only managers from 2 countries do this. That should be suspicious to anyone possessed with logic.
> Really, not one other candidate from a slightly different <group> hit your bar?
See now that's a very different question. Are you, like OP, also arguing for diversity considerations in hiring?
> from the same country of origin
But not any random country. Literally the 2 largest countries in the world, which produce massive quantities of software engineers. Preferentially hiring from your "in-group" is never morally or legally right. But why is there automatically a presumption of lower competence when that "in-group" is such an enormous hiring pool?
