Sublime

here are a few things to keep in mind: Focus on the output first. What should the process produce? In the case of the interview process, an outstanding employee. If that’s the goal, what’s the process to get there? Figure out how you’ll know if you are getting what you want at each step. Are you getting enough candidates? Are you getting the right

management environment and look elsewhere for better opportunities. In addition, you typically hire less experienced people who need more training.

It can be very instructive to ask, “What questions do you have for me?” or “What questions do you have about us?” or similar variants on this theme. The goal is to get the candidate to voice information about what he or she really cares about, and it also tests how well the candidate knows the job or project under consideration. On top of all that,

Ethics are hard to test for. But watch for any whiff of less than stellar ethics in any candidate’s background or references. And avoid, avoid, avoid. Unethical people are unethical by nature, and the odds of a metaphorical jailhouse conversion are quite low.

Hey Scott, I run a startup trying to make advertising more playful and ultimately effective (vision). We're having a load of trouble figuring out how all the pieces of the industry fit together and where we can best fit into it (weakness). You know more about this industry than anyone and could really save us from a ton of mistakes (pedestal). We’r

The future Sociopath must be an under-performer at the bottom. Like the average Loser, he recognizes that the bargain is a really bad one. Unlike the risk-averse loser though, he does not try to make the best of a bad situation by doing enough to get by. He has no intention of just getting by. He very quickly figures out – through experiments and f

One technique I learned, actually from Brian Chesky at Airbnb, is to go find the five best people in Silicon Valley that do that role, and just have coffee with them. And just chat. In that dialogue, I think you form an ability to benchmark the differences between an A+ and a B+, so that when you meet new candidates, actual candidates, you can tria