Interview Process
Once there are interested candidates ready to interview, it is time to start assessing their suitability and readiness. At a framework level, an optimized interview process for a technical hire might look something as follows.
Stage 1 Motivation Screening
- 30 minute basic assessment, conducted by recruiter
- addressing overall suitability and important contextual information. The agenda might look like this:
- recruiter introduces company and team
- candidate introduces background and experience
- bilateral Q&A
- addressing overall suitability and important contextual information. The agenda might look like this:
Stage 2 Light Technical Screening
- 60 minute verbal assessment of technical credentials, conducted by hiring manager
- addressing technical suitability and more detailed contextual information. The agenda might look like this:
- interviewer introduces himself/herself and role within the company
- candidate talks about past project history
- interviewer asks for specific details around project requirements, team structure, technical decisions, problems encountered etc
- direction of interview is driven by the interplay between both parties
- addressing technical suitability and more detailed contextual information. The agenda might look like this:
Stage 3 Written Technical Assessment
- 60-120 minute written assessment of technical credentials, conducted online
- either improvised, or using an established online assessor (e.g. HackerRank, Codesignal, Codility etc)
- should not be so time intensive that it puts off potential candidates
- should be enjoyable
- should be intelligently constructued to maximize signal value
- either improvised, or using an established online assessor (e.g. HackerRank, Codesignal, Codility etc)
Stage 4 Final Screening
- 60 minute detailed discussion, conducted by hiring manager
- holistic conversation focused on future contribution and addressing information assymetry. The agenda might look like this:
- interviewer gives feedback on interview process so far
- candidate gives feedback on interview process so far
- interviewer talks about a typical working day at the company
- interviewer talks about specific challenges that might be encountered
- interviewer asks challenging questions that have been defined in advance
- candidate asks questions
- holistic conversation focused on future contribution and addressing information assymetry. The agenda might look like this:
Stage 5 Offer Preparation + Release
- 30 minute detailed discussion, conducted by recruitment program manager
- employment details are discussed
- compensation levels are agreed
- steps for contract signature are finalized
