For employers/How to hire better

A founder’s guide to making your first recruiting hire

Recently, a number of founder friends have asked me about how to approach their first recruiting hire, and I’ve found myself repeating the same stuff over and over again. Below are some of my most salient thoughts on the subject. Note that I’ll be talking a lot about engineering hiring because that’s what I know, but I expect a lot of this applies to other fields as well, especially ones where the demand for labor outstrips supply. Don’t get caught up by flashy employment history; hustle trumps brands At first glance, hiring someone who’s done recruiting for highly successful tech giants seems like a no-brainer. Google and Facebook are good at hiring great engineers, right? …

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Engineers can’t gauge their own interview performance. And that makes them harder to hire.

interviewing.io is an anonymous technical interviewing platform. We started it because resumes suck and because we believe that anyone, regardless of how they look on paper, should have the opportunity to prove their mettle. In the past few months, we’ve amassed over 600 technical interviews along with their associated data and metadata. Interview questions tend to fall into the category of what you’d encounter at a phone screen for a back-end software engineering role at a top company, and interviewers typically come from a mix of larger companies like Google, Facebook, and Twitter, as well as engineering-focused startups like Asana, Mattermark, KeepSafe, and more. Over the course of the next few posts, we’ll be sharing some …

Engineers can’t gauge their own interview performance. And that makes them harder to hire. Read more »

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