What to look for
- 01
Separate attracting candidates from evaluating them.
- 02
Match the time spent on a candidate to the evidence and interest on both sides.
Keep in mind
Written for high-risk startups in 2019. Its preference for risk taking and network recruiting should not become a proxy for background or similarity.
Try this next
Ask a recent candidate which part of your company’s work was clear and which part they had to guess.
Get the hiring templateNotes and exercises by Awesome CTO. The original work belongs to Delian Asparouhov, from lessons with Keith Rabois.