Everyone sucks at interviewing so don’t interview

I don’t claim to be good at hiring, but I do have a particular style that I learned from some advisors. I never actually interview people. Ever.

I think of hiring as mutual courting. The only way to court in a work setting is to spend time working together. Whenever I’m thinking of hiring someone, whether entry-level or senior, we do a project together. I pay them a reasonable contractor fee for the work, and I make sure it’s the type of work that’s easily definable, has clear deliverables, and lasts a few weeks.

Sometimes we do this process and the project goes outstandingly well, and we make a full-time offer. Our ability at this point to define a job description and compensation package is remarkably easy. We know what we’re getting. The employee is also motivated at this point because we’ve all proven ourselves to each other. He’s learned the real strengths and weaknesses of the business and of working with the team. A decision to accept a full-time offer at this point is a well-informed one.

Sometimes, the project turns out only so-so, at which point we wish the very best to the applicant and do whatever we can to help him find a role that is perfectly suited for him. There’s no termination paperwork, no 6 months of trying to make it work, no awkward conversations about his progress behind closed doors.

Sometimes, a talented person can’t, for whatever reason, commit to a 3 week project. But maybe there’s a smaller project he can do over nights and weekends. Maybe there’s an open source project of mutual interest. Maybe he can take 3 days off his oyher job and work half a week and a weekend with us. If it’s a student, maybe he can join us for part of spring break. And if none of that works, then well, we can’t hire him. And we wish him well and do our best to refer him to a company that will work.

But what we don’t ever do is engage in some interview/code puzzle/awkward question process that has nothing to do with what it’s really like to work with us.

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