I had the privilege of helping build and evolve Block's/Cash App's Engineering Hiring systems and frameworks from ~2015 to 2022. ?? During that time, we debated the overall hiring strategy: ?? Hire Fast, Fire Fast ?? vs ?? Avoid False Positives ?? ? It take so much time to onboard a new employee, and can take even more time to let someone go. As such, I've always been in camp Avoid False Positives, where the hiring process aims to prevent making a bad hire, at the expense of occasionally missing a good candidate. ?? One interesting observation: While you can measure the number of false positives (bad hires), it's impossible to know the number of false negatives (great candidates that weren't hired). ?? It turns out, that's ok, because the more important metrics are: How many candidates, interviews and days does it take to make a great hire. #hiring #interviewing
John Trenholme
6 个月
Some great stuff in here Alan. I would add that great, iterative hiring systems are critical, but only when complemented with humans leaning in and investing heavily in the hiring process. Hire fast is critical, but with leaders caring and having a hiring plan they can execute with pace. I've always been less a fan of the Fire Fast mindset, but do the Hire Fast part very well, and with strong onboarding, support, and feedback loops in place, there is a natural inflection point where it's clear if you've missed on a hire. When done right, it's crystal clear to the employee as well.
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6 个月Had a great conversation with you Alan Paulin about this here: https://www.youtube.com/watch?v=JwvTlqgPX-0&t=699s Really enjoyed our chat!