I recommend typing out the entire article as in into an editor. After you work your way through it, try the rustling course, Rust by Example, the CLI tutorial and then read The Book.
SRS is really good for learning small, compartmentalized knowledge items. Its usefulness degrades quickly when you move from knowledge to concepts. I'm currently learning Japanese and using several SRS tools to do so. The ones that work the best are for characters and vocabulary. I also use one for grammar, which is okay-ish but doesn't translate as well to the SRS format.
So in the context of programming languages, SRS might work if you need to memorize method names or method signatures (though I don't see why that is needed in the age of autocompletion and instant lookups from inside the text editor), but not so much for fundamental language concepts (like "how do lifetimes interact with the borrow checker").
I have hired dozens of engineers and have never failed do find great hires.
What I mostly do is just a conversation, which I call “geek conversation”, just like when you meet people at meet-ups or tech conventions.
With a simple talk I can first make the person relax, this allows me to have a great impression about her/his personality, passions, interests, personal roadmap, attitude towards problem solving and etc. Whenever we ponder on a more technical subject I throw some questions that might help me measure their technical level a bit, but what I care to measure is mostly awareness on things, nowadays software engineers need to be, above all, great at researching, for most roles they must have a broader overall knowledge and be able to creatively join the dots with a ton of pragmatism. I don’t care if they are able to implementing Dijkstra's or to modify a Trie in front of me, although having awareness of what problem these things solve is a good indication of some seniority.
These interviews take a lot more from me, I have to properly learn about the candidate and the role before I enter the interview and that requires people skills and real interest in the product, and of course I am not able to interview 40 candidates to find just “the best one” (which is ridiculous and something I actually don’t believe actually exists).
Yes there are roles which require the extreme algorithm coding skill, but those are a minority and it is unfortunate if your company is treating every candidate as if they were going to do that.
With partial data of 50 million CA was able to do such a social damage, what about FB and others sitting on billions of full users psychological profiles and playing irresponsible saying trut us?
