Now that you’re generating a healthy pipeline of great candidates at the top of the funnel, converting into initial sell conversations, and starting to nurture relationships to the point where they want to interview, it’s time to put together an interview loop. This guide will teach you how, assuming little-to-no experience interviewing.
While every interview loop is going to be different, we’ll aim to cover best practices common to most loops:
Designing an interview loop starts with researching and defining what you need. It’s important to map any important skills and personality traits to different parts of the interview and have clear success criteria. Tactically, track your interviews by adding structure through stages: initial sell conversation → screen(s) → onsite → debrief → references → offer.
Share best practices with interviewers to ensure your candidates are getting the best experience and interviewers are getting the best signal. Best practices include doing some prep before the interview, putting the candidate at ease, asking the right questions, leaving time for the candidate’s questions, and taking detailed notes.
After your interviews, you’ll run a debrief to make a hiring decision. Before the debrief, everyone will write down their feedback. During the debrief, each interviewer will share their verdict on how they got there. Coming out of the debrief you’ll aim to have a yes/no hiring decision or clear action items for gathering more signal.
Throughout the interview process, you’ll aim to get back-channel references. You’ll also get formal references as a final step before making an offer. Your goal with references will be to validate or invalidate information you gathered during the interview process by learning more about the candidate’s performance in previous jobs, their strengths, and areas for improvement.
Depending on your situation, you may be able to leverage “contract → hire” to build your early engineering team. This is how Gem hired 9 / 10 of our first engineers. It’s a great way to evaluate candidates and helps them get to know your startup.
And don’t forget about candidate experience — your interviews should also be an opportunity for candidates to learn about you. So make sure your interviews are a two-way street and apply the art of
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