The Interview is the Tip of the Spear
Management Begins at the Interview” (that link isn’t working, but this link takes you to the right page of his blog, it is the second post ) proposes that a co-founder be in every candidate’s interview process – to drive absorption of culture, mission, and philosophy of approach. By doing this in the interview process, you achieve a few things:Elliot Loh’s recent post “
- You get their undivided attention
- If they reject your thesis – your corporate culture and approach – they have enough information to get out before they get hired. Help them self-select.
- Equally, in a small company it is good for new hires to know the founder(s) are signing off on their hire.
- Finally, it is important to have at least one consistent interview across as many candidates as possible. It makes it easier to benchmark and pattern match good hires versus red or yellow flags that need to be explored.