Jeremy Stanley

We designed our [hiring] process to test these [quantitative] skills first, then move on to more subjective (yet still measurable) skills like problem solving and communication. Only at the end do we get to the most subjective of all — how the candidate works on a team and fits into the culture. These later stage, more subjective criteria are the most time-consuming to evaluate and are where biases are most likely to creep in. Moving them late in the funnel has the combined benefit of reducing the load on the team (we don’t evaluate culture fit until we’re confident they have the skills we need) and minimizing the risk of losing a great candidate prematurely.

Like this content? Why not share it?