Technical interviews are garbage. Here’s what we do instead
Farhan Thawar
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This seems like a disproportionate shift of risk from your company onto the employee.

I can see this creating a toxic environment unless you are growing very rapidly and can play the “law of large numbers”. Imagine a startup who can really afford and needs two high-performing engineers but takes your approach and hires six because “put them all in the car!” In that scenario you’ve configured a zero-sum game where you know four of your probationary hires will be collateral damage. They’ll probably figure it out, too. Hello, Hunger Games. Unless of course you are growing so ridiculously fast and have infinite access to capital in which case, bully for you, but most of us don’t live in that world.

I’m all about improving hiring hit rates, as misfires are so expensive, but this approach to me feels like : “I don’t have confidence in my ability to date, or even in the dating process at all (even though I see happily married couples as counter-evidence daily). So I’ll just get married to the next three people I date with a clearly communicated pre-nup and see where it all shakes out!”

I’m be curious what demographics you do wind up with using this process. Is it strictly for hiring college graduates?

Because I’d be shocked if experienced high-achievers who are self-confident would assent to this process, especially if they are sole breadwinners with dependent spouses and/or children.

In the United States, switching health providers 2 times or going on or off COBRA within a 91 day period (previous employer to you, you to next employer or COBRA) would be incredibly disruptive to a family.

That might be irrelevant for you if you’re in Canada, but that matters in the US (where a good chunk of readers of this article might be?)

In that case, a process like this would create a ingrained bias toward fresh college graduates with no family obligations or work history (for whom the transferred risk is bearable and low).

Am I missing something or is that your situation? Hiring earlier career folks into a very high growth / access to capital environment where you can play the odds instead of developing real conviction around candidates?

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