Especially in the early days, too many companies still have ad-hoc interview processes or over index on things like resumes which aren’t super predictive of likely performance and tend to exclude many great candidates. In this episode, I get to chat with Jason Wodicka, Staff Software Engineer at Karat about their experiences in structured interviewing for engineering roles. We talk about ways to do an inexpensive but predictive initial technical screen, avoiding “pedigree bias”, structuring tests for functional competence and how best to build a lightweight, quick but predictive loop with independent assessments and clear rubrics for everyone involved.
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