Sublime

An inspiration engine for ideas

AllPeopleCollectionsArticlesAudioBooksFilesHighlightsImagesLinksNotesTextTweetsVideosSocial

Test-drive employees

Jason Fried • Rework

“Many early-stage teams underestimate how many candidates they need to speak to to make one hire. In our data we also saw that only 13% of inbound applicants even make it to the first screen. You will either need a lot of inbound, or more likely, you will have to fill the funnel with sourced candidates and referrals.”—Benji Encz, CEO of Ashby

Lenny Rachitsky • How to interview product managers

Matt O'Donnell

@modonnell

¯\_(ツ)_/¯

On a never-ending search for interesting things

couldn't figure out what a receptionist would do. And executive assistants, we don't have those either. So on the subject of hiring, I don't look at a head count budget when I think of hiring people. I wait until I see the need for someone—when I can carve out a job description that's 80 percent full on the day someone starts—and that's when I'll o

Jessica Livingston • Founders at Work: Stories of Startups' Early Days

Lessons from Keith Rabois Essay 5: How to Become a Magnet for Talent and Assess Talent

delian.io delian.io

We borrowed our hiring process from Google. Every single person that comes through the door goes through a standardized interview with at least eight people who interview them, often in pairs. There are standardized scorecards, standardized questions, all managed by an applicant-tracking system. The hiring manager has to defend each candidate like

Ali Tamaseb • Super Founders: What Data Reveals About Billion-Dollar Startups

Bex Michelson

@bex

“The CEO of Automattic on Holding ‘Auditions’ to Build a Strong Team” from the April 2014 issue of the Harvard Business Review

Ferriss, Timothy • Tools of Titans: The Tactics, Routines, and Habits of Billionaires, Icons, and World-Class Performers

Gupta recommends assigning people already within your company to act as bar raisers. (...) “Tell them their job is to ensure that somebody is going to be above the 50% bar of the folks already at your company for that role at that level.”