As I’ve written about in the past, I think managers should put a very high value on recruiting. Beyond just being active participants in the process, I think teams should really own their own recruiting efforts, from sourcing and outreach to the interviews themselves. Over the last three years of working with rad folks like Sabrina and Tom (who have both now fled BuzzFeed for Thailand if that tells you anything), we iterated a bunch on our interview processes, even beyond what Sabrina details in that series of posts. We created robust spreadsheets to track and report on hiring efforts, trained our team to handle each stage of the interview process and made a bunch of other improvements that we felt were pushing our hiring practice forward.
One area we constantly struggled with, however, were candidate evaluations. We had a strong desire to base our hiring decisions on how a
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