Hiring

Role Definition

• Before hiring, clarify: What problem is this role meant to solve?
• Define clear role requirements and candidate profiles
• Distinguish between "must-haves" and "nice-to-haves" — don't list unrealistic requirements
• Balance technical skills with growth potential

Interview Process

• Design a structured interview process to ensure fairness
• Recommended stages: Technical assessment/take-home → Technical interview → Team interview → Culture interview
• Prepare interview questions in advance, designed around the role's requirements
• Provide timely feedback after interviews — good candidates won't wait around

Culture Fit

• Technical ability is the threshold; culture fit is the foundation for long-term collaboration
• Evaluate whether the candidate's values align with the team's
• Look for: Communication style, learning attitude, willingness to collaborate, pursuit of quality
• Culture fit doesn't mean finding identical people — it means finding complementary ones

Hiring Tips

• Hiring is everyone's job, not just HR's and the manager's
• A good JD should be honest — don't exaggerate or hide things
• Interviews are a two-way street — let candidates understand the real team situation
• It's better to have an empty seat than to hire the wrong person — one bad hire impacts the team far more than a vacancy