Hi Feliks, I appreciate your insights published in this article but it feels slightly awkward…
Michael Bach

Hey Michael,

thanks for your comment. My 6–12 months estimation is based on the recruiting process itself as well as the cancelation period of the candidate’s current employer. In our process it was common that candidates hat cancelation periods of 3–6 months until the end of the next quarter. Which means 6–9 months until they start in the worst case. I think a decision from the company’s side can be made within 3–4 months, which seems acceptable to me.

It’s interesting that you expect candidates to drop out because of timing because that never happened in our processes. I would say communication and expectation management are the key here. We would tell early applicants that we just started the process and that it could take some weeks until we could give feedback. That was fine for most candidates because most of the good ones were in solid employment positions with little time pressure.

Considering the assignments, we also never experienced any problems/pushback. If a candidate would really have refused to prepare them due to “IP issues” we would have rejected them right away because of a wrong mindset (at least for our company). But such a thing never happened. I see the assignments as a sign of commitment from the candidate’s side.

I think the practical workshops are valuable because we had several candidates who performed well in the structured interviews but failed badly in the assignments. Also if candidates wouldn’t prepare the assignments well the team veto’d them pretty fast.

I think for such an important (and highly paid) position a company can expect the candidate to put in a little work. In return the candidate can expect the company to share relevant information and have them meet their colleagues, which is also quite a lot of effort.

By the way, Google uses a similar recruiting process and has done a lot of scientific research on the correlations of interview behavior and future job performance. If you’re interested in the methodology check out the book “Work Rules” by Laszlo Bock.

Hope that helps! Best, Feliks