“The new VP wants us to double engineering’s headcount in the next six months. If we have a chance in hell to hit the hiring target, you seriously need to reconsider how fussy you’ve become.”
It’s never good to have a recruiter ask engineers to lower their hiring bar, but he had a point. It can take upwards of 100 engineering hours to hire a single candidate, and we had over 50 engineers to hire. Even with the majority of the team chipping in, engineers would often spend multiple hours a week in interviews. Folks began to complain about interview burnout. Also, fewer people were actually getting offers; the onsite pass rate had fallen by almost a third, from ~40% to under 30%. This meant we needed even more interviews for every hire. Visnu and I were early engineers bothered most by the state of our hiring process. We dug in. Within a few months, the onsite pass rate went back up, and interviewing burnout receded. We didn’t lower the hiring bar, though. There was a better way.