from Gergely Orosz | by Gergely Orosz

A friend is interviewing with a dozen startups in this hot market. Considering how most of them struggle to hire, half the places have hiring processes that contribute to this. Not communicating what the process is like. Disappearing for a week. Automated coding challenges.

The difference a well-oiled process, trained interviewers, involved hiring managers and great recruiters make is immense. This is the edge all startups have at their ready, yet so few use. Throwing more money won’t help if candidates drop out of the process before offers…

Also, let’s be honest: Most engineers are *terrible* interviewers. This is where training, someone shadowing & giving feedback is *so* important. Yet what do most startups do? “Your first interview is a technical screen with {developer}” (who never got this, or any training).

My other favourite: “We have a hard time hiring women / other minorities.” “Where do most candidates drop out?” “On the technical screen. How odd.” “Conducted by who, exactly? Trained folks?” “Oh. Guys with no bias awareness or training or any training for that fact…”