Building a structured interview process
Jason Wodicka
Staff Software Engineer
Karat
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.
Interested in Hiring & outsourcing?
Visit our Hiring & outsourcing community!
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.
VIDEOS RELATED TO HIRING & OUTSOURCING
Ran Ribenzaft, Co - Founder, CTO at Epsagon
Billy Tobon, Senior Director of Engineering at Datasite
Will Ballard, CEO at Civitas Learning
Rachana Kumar, VP Engineering at Etsy Mexico
Chad Pytel, Founder & COO at Thoughtbot
Bill Scott, Partner at Teams Thrive
Mike Boufford, CTO at Greenhouse
Cat Miller, VP Engineering at Flatiron Health
Michael Ellison, Founder and CEO at CodePath
Glyn Roberts, CTO of Digital Solutions at iTechArt
Shannon Hogue, Head of Solutions Engineering at Karat

Copyright © 2024 CTO Connection, All Rights Reserved