Building a structured interview process
Jason Wodicka
Staff Software Engineer
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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Recruiting and retaining engineers in today’s climate is not easy. However, we are going to make it easier by discussing best practices, sharing learnings, success stories and searching for solutions together. We are focused especially on Attracting top talent (brand, comp, mission, positioning, outreach), hiring geographies, interviewing, onboarding, retention, Diversity, Equity and Inclusion topics but also are open to discussing other challenges connected to the Talent subject.
Jason Wodicka, Staff Software Engineer at Karat
Adam Zimman, Strategic Advisor at Investor
Hilary Mason, Co-Founder & CEO at Hidden Door
Matt Stephenson , CEO & Co-founder at Code2College
Francisco Larrain, Co-founder & CTO at Topsort
Yvette Pasqua, CTO at Exos
Lisa van Gelder, VP Engineering at
Jossie Haines, VP Software Engineering & Head of DE&I at Tile
Rebecca Parsons, CTO at ThoughtWorks
Adam Zimman, Strategic Advisor at LaunchDarkly
Gary Davis, Diversity Talent Acquisition Lead, Digital Media at Adobe
Aaron Erickson, Co-Founder and CEO at Orgspace

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