What makes a good interview process in engineering leadership? Ben Watts was on a call earlier this week with a Series B company that listed their interview process from start to end. How many rounds? 12. 12 rounds of interviews! Moving jobs is a big change, for both the potential employee and it's a big hire to get wrong (this was a VP position) for the employer. But there becomes a moment where the diminishing returns that each extra interview gets you in terms of reducing the risk of that hire, becomes FAR outweighed by the number of candidates that will take other offers, or just become disengaged with your company. In this case, he agreed that they could cut it short and move a few others into conversations during onboarding, and they were left with 5 rounds. Around the right level for a very senior leadership hire. What is the biggest takeaway if you're running an interview process? Adding another interview round will always increase your confidence in your decision as the employer, but there comes a point where further rounds are doing far more harm than good.
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What makes a good interview process in engineering leadership? I was on a call earlier this week with a Series B company that listed their interview process from start to end. How many rounds? 12. 12 rounds of interviews! Moving jobs is a big change, for both the potential employee and it's a big hire to get wrong (this was a VPE position) for the employer. But there becomes a moment where the diminishing returns that each extra interview gets you in terms of reducing the risk of that hire, becomes FAR outweighed by the number of candidates that will take other offers, or just become disengaged with your company. In this case, we agreed that we could cut out a few of the interviews, and move a few others into conversations during onboarding, and we were left with 5 rounds. Around the right level for a very senior leadership hire. What is the biggest takeaway if you're running an interview process? Adding another interview round will always increase your confidence in your decision as the employer, but there comes a point where further rounds are doing far more harm than good. #edtech #interviewing #engineeringjobs #vc #recuritment #talentacquisition #talent #recruiting #hiring
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🤔 Here are 35 Key Questions for Interviewing People Managers... First Round Fast Track's latest piece is a goldmine for anyone interviewing potential managers. It lists 35 insightful questions to help uncover a candidate's true leadership capabilities—perfect for recruiters and hiring managers. A must-read for refining your interview process! #executivesearch #engineering #cto #productmanagement #hiring #interviewtips Check it out: https://lnkd.in/eBQSp68X
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🤔 Here are 35 Key Questions for Interviewing People Managers... First Round Fast Track's latest piece is a goldmine for anyone interviewing potential managers. It lists 35 insightful questions to help uncover a candidate's true leadership capabilities—perfect for recruiters and hiring managers. A must-read for refining your interview process! #executivesearch #engineering #cto #productmanagement #hiring #interviewtips Check it out: https://lnkd.in/eSbY2vD9
35 Interview Questions for Manager Candidates
review.firstround.com
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I’m pulling together an interview prep guide specifically for People Ops specialists, and I’d love some input from you all. I’ve interviewed a lot of amazing people who are really passionate about the employee experience, and there’s something about this space that stands out to me for its complexity and the hustle it requires. The role is so varied that I’ve noticed it can make preparing for an interview process quite difficult. So I’m hoping this guide will be useful. Although I’ve helped to hire specialists recently, I’m not one, so I’d like to include any insights you can share with me. - What do you think are the most critical traits to have in a People Ops role? - What are your favorite questions to ask to spot the difference between someone good and great in their role? - For those in leadership, what advice can you share to help someone prepare for their interview? I’ll pull together all your input and create a guide to publish on our website, along with Rework’s other interview insights. I hope we can all help to take some of those interview nerves away.
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We do SaaS recruitment with Noble Purpose | Welcome to our community! 🇩🇪 | 🏢 +300 SaaS companies | 👤 +900 Growth Journey's | 👋 Feel welcome and join the community today! P.S. I'm also a Golf addict.
What's the most underrated trait of a hiring manager during an interview process? Openness/Transparency! So many companies oversell their opportunities on points they feel the market will respond well to and fail to paint a clear picture of how things actually are. Yes, some candidates may be put off and not be looking for that type of opportunity but rather know in the interview process than 3 months into employment. I cannot stress enough how much the candidate market values transparency. No one expects perfection and in fact, the best candidates love to fix or improve things. Tell them about: - Your GTM struggles - Your missed quotas - Your product issues - Your personal struggles as a leader Building trust in the interview process will gather the interest of any A player and set you up for success. No weird and awkward onboarding chats about what the current state of play is Vs what was promised. So in your next interview, tell the candidate exactly how it is and let me know the results...
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Founder of Search Solution Group | Headhunter Specializing in Executive Placements | Father of 5 | Sports Enthusiast
I’ve spent the last 22 years speaking to thousands of hiring managers about their biggest challenges with hiring. The common theme: poorly targeted interview strategies. When done right, you can hire, onboard, and retain the best employees the market has to offer. But if there’s even a slight hurdle, you’re leaving millions on the table. To help you improve your hiring, we’re hosting “Choosing the Right Interview Questions: A Leadership Interview Workshop.” This workshop is designed to equip you with the skills to craft effective interview questions that evaluate a candidate's capability and cultural fit. You’ll learn to: -Avoid common interview mistakes and how to sidestep them -Understand the different question types and what each type should reveal about the candidate -Adapt your approach to identify better candidates who will thrive within your team Register to attend in person before spots fill up. Save your seat here: https://lnkd.in/e6FKfxui
Choosing the Right Interview Questions: Leadership Interview Workshop
eventbrite.com
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People Enabler | Trainer and Certified Coach | Human Capital Advisor | Certified Mindfulness Trainer
➡ Do you really want to work here? What are the questions that can truly make a difference during a job interview? In a world where talent selection is crucial for business success, top CEOs share their favorite questions. This article from the MIT Sloan Management Review reveals the eight key questions that business leaders use to identify the best candidates. Discover how these questions can help uncover the skills, attitudes, and values essential for your organization. ➡ Read the full article. Good Wind #Leadership #TalentManagement
Eight Essential Interview Questions CEOs Swear By
sloanreview.mit.edu
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“Hire the mindset and train the skillset.” Creating a strong team requires a mixture of great people with great attitudes. I’ve never been interested in where you’ve worked beforehand. I’m more focused on how you carry yourself and what’s your outlook on life during interviews. As leaders we have to make time to train the skills, not only hire them. What do you feel is the most important thing to look for when hiring someone?
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Startup Investor & Cofounder at SingleSprout | 1,000+ Hires | We Build Winning Startup and Legal Teams | Follow for Insights
4+ interviews? Beware, top engineers are twice as likely to drop out. It's time to address the elephant in the room... your interview process is broken! Ask yourself these key questions: 1. What business gap are you genuinely trying to fill? Why now? Or are you just hoarding talent like baseball cards? 2. Is this hire key to solving your initial business problems or your customers' problems, too? 3. Are your 'must-haves' crystal clear? Focus on 3-5 non-negotiables that directly impact your goals. 4. Is your interview process built with precision around these non-negotiables? Anything less is just corporate theater. 5. Is the chaos contained? One interviewer per non-negotiable. Redundancy is insulting. Streamline to 3-4 interviews and hire the right talent before your competitors do! Wake up or watch top talent slip away.
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How robust is your hiring process? I recently had a conversation with a prospective client where they detailed how robust their hiring process is. Any engineer who has worked with me knows I will fully prepare them for what they are interviewing for since these are highly technical roles. I see on LinkedIn people stating that a robust hiring process can be longwinded and an ineffective use of time when the same can be said for hiring someone without going through the opportunity in detail. This begs the question, what is a robust interview process? It is a detailed explanation of the firm, what is expected in the role, the culture, and how they organize and plan their workload. This can be done over 2/3 meetings. What is a waste of time is a long-winded 10-step process where you neglect to explain the company, role, and culture of the firm. Is there anything I have missed?
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2moBiggest? Sr, and Management positions shouldnt have their time wasted with some crap coding challenge. You don't get the resume that you have without knowing what you know. We can dial back on the insulting part of it and get down to business .