Finding potential in your interview processes
summary
Panel gives concrete changes that move hiring from fuzzy to measurable: replace whiteboard puzzles with a merge request test project and a code review interview, run pair‑programming in a prepared candidate environment (send a laptop or sample repo if needed), log structured rubrics and dashboards (they collect 72 inputs during interviews) and track funnel metrics like screen‑to‑offer and panel‑to‑offer aiming for about 3:1; Lever ran 100+ interviews and hit 40% engineers identifying female or non‑binary.
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chapters (23)
- 0:00Introduction
- 3:20What is interviewing hard
- 5:20How to break the survivorship bias
- 9:07How to know your interview process working
- 10:24Screening ratio
- 11:06Ideal screening ratio
- 11:54Remote interview process
- 14:05Interview is a test
- 15:55Set expectations
- 16:45Candidate experience
- 22:35How to assess technical skills
- 24:28How to counter bias
- 27:12Rubrics
- 28:43What are your thoughts
- 30:12How do we prevent culture fit
- 33:00Raising the bar
- 34:21Language of culture
- 38:09Interview Questions
- 40:53Interviewing across sites
- 41:57Flexibility
- 43:18Documenting
- 44:10Good practices
- 45:01Scheduling
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