Shane Bernstein

My go-to strategy would be to find someone that works for a company in a similar stage as yours (or someone with experience in the current stage you're in) and pursue them to come and work for you, and/or see if they have some availability to support your marketing efforts on a freelance basis, either from a strategic or tactical standpoint.

There's a variety of channels including referrals (the best one), but timing is everything, and the traditional channels - job boards (post & pray), staffing firms (which are really expensive), or DIY sourcing like LinkedIn (which requires a good amount of bandwidth on a consistent basis, which most of us don't have). One of the harder challenges to land the best candidates is branding, but...

It's a common challenge and the only way to figure it out is having an in-house engineer conduct an interview with that person or a 3rd party domain expert who asks the right questions and can navigate a person's answers to ensure they can back up what they claim. I'm sure there are some interesting AI-powered tools out now or being developed that can assess interviews with a high-level of...

@abbas143official The interview is very important, but I've found more often than not, it's about what a candidate does before/after interviews. Actions speak louder than words and seeing what a person does unsolicited during the process is very reflective of how they will be if they end up working for you.

@raju_sivarama_gadiraju I think it's helpful to compare & contrast candidates and to ensure the hiring team is aligned (since not everyone is together during every interview) and some things are lost in translation depending on who's in the room. It will certainly make the hiring process more efficient and alleviate any 'interview debt' that occurs across many organizations. At the end...