staacyc

Interviewing and hiring is an expensive process so a one size fits all model would be ideal. There are a handful of variables to consider, like company stage, who's hiring, etc. At Grok + Banter, an early stage startup, my co-founder and I have vetted a number of potential developers who were either someone we know or they were recommended to us. Keegan sticks to conversations about tech while I try to uncover goals and agendas to see if we can work together to align individual goals and company goals. We look for people who challenge our thinking in constructive ways (rather than demeaning ways). When we speak with someone who seems adept at solving real world technical problems as well as someone who is clear and forthcoming with regards to their goals, we work together to create a 30 day contract that will either end employment or continue employment with an extended contract after 30 days. What I have found is that with in 2 weeks, give or take a few days, Keegan and I both know if the person is a good fit. With in a year, we've ended three contracts. Interestingly, all parties look great on paper and are able to talk (white board) their way through problem solving, all three are highly intelligent, unfortunately, all three lacked the ability to execute. We've also interviewed and hired people that lack an ability to demonstrate their defining attribute(s). This attribute inevitably starts to appear around week two- three. If you can determine whether someone will execute or not as well as draw out defining attributes in an interview, you may be well on your way to a one size fits all model.