Hiring Consulting & Interviewer training
I can help you create or refine your hiring process. With my deep background in both software development and hiring, I have the technical and recruiting knowhow to work with (and earn the respect of) your technology, HR, and other teams.
Author of Cracking the Coding Interview (#1 best-selling interview book), Cracking the PM Career, Cracking the PM Interview, and Cracking the Tech Career.
Created hiring processes and interviewer training programs for many of the top tech companies, non-tech companies and startups.
Software engineer at Google, Microsoft, and Apple. Google hiring committee & top 1% of most active interviewers.
Acquisition interview consultant: coached dozens of companies through acquisition interview process.
BSE / MSE in Computer Science from University of Pennsylvania. MBA from the Wharton School.
My Goals
High & Consistent Bar
When desperate to hire, some teams drop their bar a little or make excuses for a candidate. Those weak hires can cost you in the long run.
Adaptable Process
If your process isn’t adaptable to future roles, you need to re-invent it constantly. This leads to an increasingly disorganized and sloppy process.
Efficiency
When candidates face delays and bureaucracy, they have a bad experience, they judge your company for this, and their timeline may force them into accepting other offers. Your process should enable you to move quickly.
Minimal False Negatives
You’ll always reject some good people, but you want to minimize this. Learn how to prepare your candidates and ask effective questions.
Happy Candidates
Good candidate experiences matter. If your process leaves a bad taste in people’s mouths, the strong candidates won’t take your offer and the weak candidates ones will tell their friends not to. Your process should make candidates want to become employees.
My Philosophy
Hire Smart
Smart employees produce high quality work, make good decisions, learn new skills quickly, and adapt well to company growth and needs.
Hire People Who Care
Your best employees will care—about getting things done, about creating a great product, about doing the right thing.
Hire Good Employees, Not Good Candidates
I’ve coached many candidates. The more I can coach someone, the worse that process/question is. You want good employees, not those who just look good in interviews.
Know The Weaknesses
Every hiring strategy has flaws, but don’t simply accept those. Rather, understand your goals, find the process that matches best, and do your best to mitigate the issues.