[{"data":1,"prerenderedAt":49},["ShallowReactive",2],{"$fyvpxr17r03tx":3,"recommended":22},{"title":4,"path":5,"date":6,"updated":7,"tags":8,"excerpt":11,"readingMinutes":12,"commentCount":13,"html":14,"comments":15,"next":16,"prev":19},"Hiring, from the Other Side","\u002F2025\u002F10\u002Fhiring-from-other-side\u002F","2025-10-09T21:37:00.010Z","2025-10-10T07:22:25.857Z",[9,10],"leadership","teams","Here's some insights about what the hiring process can look like from within a company. The title is a play on Adele's \"Hello (from the other side)\". Quick context: I’ve interviewed for about three jobs in my life and…",7,0,"\u003Cp>\u003Cem>Here's some insights about what the hiring process can look like from within a company. The title is a play on Adele's "Hello (from the other side)".\u003C\u002Fem>\u003C\u002Fp>\n\u003Cp>Quick context: I’ve interviewed for about three jobs in my life and interviewed somewhere between 300 and 500 candidates for teams I led. So yes, my view is from the interviewer’s chair. I’m in software, which has its own hype cycles, but most of this applies broadly.\u003C\u002Fp>\n\u003Cp>What you’ll get here:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>\n\u003Cp>A short glossary so we’re speaking the same language\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>Three real hiring scenarios I’ve run\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>What each one means for you\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>A practical checklist to be the candidate they remember\u003C\u002Fp>\n\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Ch2>How companies talk about hiring (so you can decode it)\u003C\u002Fh2>\n\u003Cp>This is how we talk about the hiring process, you'll might hear these terms but not all of them might mean something to you.\u003C\u002Fp>\n\u003Cul>\n\u003Cli>\n\u003Cp>\u003Cstrong>Hiring Manager\u003C\u002Fstrong>: Owns the budget and the final decision. Might not run the process day-to-day.\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>\u003Cstrong>Internal Recruiter\u003C\u002Fstrong>: Works at the company, screens and coordinates. Often your main contact. Can be a gatekeeper without deep technical knowledge.\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>\u003Cstrong>External Recruiter\u003C\u002Fstrong>: Paid a percentage of your salary if you get hired. Useful network, misaligned incentives. Treat claims about budget with skepticism. Make sure you check if the recruiter is external or internal.\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>\u003Cstrong>Referral\u003C\u002Fstrong>: Someone inside vouches for you. Often faster process, better odds, sometimes bonus for the referrer.\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>\u003Cstrong>Interview Committee\u003C\u002Fstrong>: Everyone weighing in. A founder can overrule. Decisions after each round.\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>\u003Cstrong>The Team\u003C\u002Fstrong>: The people you’ll actually work with. Weirdly, sometimes they have little say.\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>\u003Cstrong>Rounds\u003C\u002Fstrong>: Each live step (screens, interviews, take-homes). Usually 2–4 rounds; sometimes more.\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>\u003Cstrong>Take-home assignment\u003C\u002Fstrong>: Later-stage homework to test motivation and skill; gives you something concrete to discuss.\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>\u003Cstrong>The Market\u003C\u002Fstrong>: If talent is plentiful, companies get picky (and add hoops). If scarce, they cut steps and sweeten offers.\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>\u003Cstrong>Pipeline\u003C\u002Fstrong>: How many candidates are in play. A full pipeline means more competition and faster, colder decisions.\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>\u003Cstrong>ATS (Applicant Tracking System)\u003C\u002Fstrong>: The tool tracking every note, score, and email. A one-line “reject” from a manager becomes a canned rejection to you.\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>\u003Cstrong>Evaluation\u003C\u002Fstrong>: Scorecards (1–5 on skills, values, etc.). Imperfect, but used to create “objective” comparisons.\u003C\u002Fp>\n\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>Alright, now that you know the terminology, let's take a look at some examples.\u003C\u002Fp>\n\u003Ch2>Scenario 1: The scale-up with money to hire and a high bar\u003C\u002Fh2>\n\u003Cp>\u003Cstrong>Context\u003C\u002Fstrong>: At Mendix circa 2015, we’d just raised a Series B. We needed cloud engineers. Money wasn’t the bottleneck; talent was. We used an internal recruiter to find candidates. The team only saw profiles after recruiter screening.\u003C\u002Fp>\n\u003Ch4>Process we ran:\u003C\u002Fh4>\n\u003Cul>\n\u003Cli>20–30 minute screen with recruiter or hiring manager: vibe check and basics. Not deep technical discussion.\u003C\u002Fli>\n\u003Cli>60-minute interview with hiring manager + team member(s): skills and experience.\u003C\u002Fli>\n\u003Cli>Optional take-home (~1 day) and a 90-minute review.\u003C\u002Fli>\n\u003Cli>Decision rule: If anyone serious said “I have doubts,” we didn’t proceed. Feedback to candidates was often generic.\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Ch4>What this means for you:\u003C\u002Fh4>\n\u003Cul>\n\u003Cli>\n\u003Cp>Treat the first screen as a clarity and professionalism test. Keep complex answers simple. Don’t go too technical unless invited.\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>Internal recruiters can be gatekeepers. Make your resume skimmable: crisp summary, measurable outcomes, relevant tech. Layout matters more than it should.\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>A referral here is gold. It gets you past the first filter faster.\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>Ask politely about how they decide: “What are the top 3 things you’re evaluating for this role?” and “What would cause a no-go at the end?”\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>Take-homes are work. If you do one, over-communicate assumptions, document trade-offs, and propose next steps. That artifact can carry you.\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>Expect limited feedback. Ask once if you want concrete tips to improve.\u003C\u002Fp>\n\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Ch2>Scenario 2: The startup drowning in applicants\u003C\u002Fh2>\n\u003Cp>\u003Cstrong>Context\u003C\u002Fstrong>: At easee, we needed a QA engineer. I was CTO. QA draws lots of entry-level applicants. We didn’t want to use external recruiters (expensive, sometimes game-y), so we posted the role and got ~200 CVs fast. I screened ~40 candidates, did ~10 one-hour interviews, and brought 3 to final.\u003C\u002Fp>\n\u003Cp>What I learned: it’s a ton of work. Without a system, you forget people. Generic cover letters (now often AI-written) don’t help you stand out.\u003C\u002Fp>\n\u003Ch4>What this means for you:\u003C\u002Fh4>\n\u003Cul>\n\u003Cli>\n\u003Cp>Assume you have 10–20 seconds to earn a deeper look. Lead your CV with a 2–3 line summary that matches the job. Include one punchy proof point.\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>Show effort early. Examples:\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>A 60–90 second Loom introducing yourself and one relevant project.\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>A short test plan or bug report you’ve written (for QA), or a concise repo\u002Fmini-case for other roles.\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>Three crisp bullets: why this team, why now, and what you’ll do in the first 30 days.\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>Don’t submit AI-flavored mush. If I can’t hear your voice, I assume I’ll have to manage you closely.\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>Make it easy to remember you. Use a distinctive, relevant example and repeat it: “I cut regression escapes by 40% by reworking the smoke suite—happy to walk you through how.”\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>It’s fair to ask about the pipeline: “How many candidates are in later rounds?” This helps you calibrate your effort and timeline.\u003C\u002Fp>\n\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Ch2>Scenario 3: The tiny, chaotic company with a founder-driven process\u003C\u002Fh2>\n\u003Cp>\u003Cstrong>Context\u003C\u002Fstrong>: ~10-person company. The CEO sources on platforms like honeypot.io, runs loose interviews focused on vision, and sometimes hires on the spot. Why it works for them: they can place you at client companies if you have the right certs—team fit and long-term role clarity are secondary.\u003C\u002Fp>\n\u003Ch4>What this means for you:\u003C\u002Fh4>\n\u003Cul>\n\u003Cli>\n\u003Cp>Expect inconsistency and gut calls. If you need structure, tread carefully.\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>Test for chaos with specific questions:\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>Who do I report to? How often do we meet?\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>What does success look like at 30\u002F60\u002F90 days?\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>What’s the plan if client work slows?\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>How many people have left in the last 12 months, and why?\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>Protect yourself: clarify pay, bench policy, and benefits in writing. Consider a short paid trial or contract-to-hire if the vibes are shaky.\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>If something feels off, it probably is. You’re not crazy.\u003C\u002Fp>\n\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Ch2>What almost no one tells you\u003C\u002Fh2>\n\u003Cul>\n\u003Cli>\n\u003Cp>Incentives aren’t aligned. External recruiters get paid more when your salary is higher. Hiring managers want fairness across the team and budget sanity.\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>The fastest path is to no. Efficient funnels reject early and often to save time.\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>“We picked someone with a better fit” is usually true—and also a catch-all. It can mean timing, salary, team dynamics, internal politics, or a quiet “no hire” policy.\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>Feedback quality is low by design. Too much detail invites arguments and risk.\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>Not knowing what you want is risky for managers. If you’re still exploring, say so and show how this role fits a clear hypothesis.\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>Desperation level at the company changes everything. When the market favors companies, they add hoops. When it favors candidates, they skip them.\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>Hiring is expensive, and it takes months before you're truly productive. If there are concerns you might not stay long with the company, this is a red flag for many roles. In your resume, short stints are a bad sign, so if there are good reasons, explain them. If there are promotions, they are a very good sign, so clarify those too.\u003C\u002Fp>\n\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Ch2>Questions that change the interview\u003C\u002Fh2>\n\u003Cp>Try using a few of these in your next call:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>\n\u003Cp>What’s something in your code\u002Fprocess\u002Fproduct you’re a bit embarrassed about?\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>What are you most proud of in the company?\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>What would make you say “no” to me after this call?\u003C\u002Fp>\n\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Ch2>How to be the candidate they remember\u003C\u002Fh2>\n\u003Cul>\n\u003Cli>\n\u003Cp>Lead with a story: why this company, why this role, why now. Make it feel inevitable.\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>Make the recruiter’s life easy. Send a 3–4 sentence summary they can paste into the ATS note: who you are, why you fit, one concrete result, link to proof. Gatekeepers remember people who cut their admin time.\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>Be a pleasant calendar event. On time, tech checked, concise answers (60–90 seconds), finish with “does that answer your question or should I go deeper?”\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>Calibrate confidence. Clear, calm, and prepared beats hype.\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>Confidence without bragging is contagious. It’s very easy to hire a person who believes in what they can do and really looks forward to working in this team. It feels like you won’t have to hand-hold this person while they do their jobs, which is always nice for a manager.\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>Ask real questions. Show you’re also evaluating them. People advocate for candidates who have their own standards.\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>Following up after the interview with a short message shows that you really want this position. Make it positive and not desperate.\u003C\u002Fp>\n\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Ch2>Reality check on rejection\u003C\u002Fh2>\n\u003Cul>\n\u003Cli>\n\u003Cp>Rejections are often about team dynamics, timing, or budgets you can’t see. Don’t overfit your entire approach to one no.\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>Ask for feedback once. If you get a generic response, move on.\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>Keep your own pipeline full. Options create calm.\u003C\u002Fp>\n\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Ch4>If you made it this far\u003C\u002Fh4>\n\u003Cp>Thanks again for listening to the interview and reading this “other side” view. And if you’re mid-process somewhere, remember to make it easy for the right people to say yes.\u003C\u002Fp>\n",[],{"title":17,"path":18},"Mapping out Dark Code","\u002F2026\u002F03\u002Fmapping-out-dark-code\u002F",{"title":20,"path":21},"The time I literally dropped a server","\u002F2025\u002F08\u002Fthe-time-i-literally-dropped-server\u002F",[23,26,31,34,38,41,44,48],{"title":17,"path":18,"note":24,"series":25},"2026",false,{"title":27,"path":28,"note":29,"series":30},"The software that I love","\u002F2022\u002F10\u002Fthe-software-that-i-love\u002F","Series · 36 posts",true,{"title":32,"path":33,"note":24,"series":25},"Navigating the Fog of War: Age of Empires, AI Agents, and the Rise of Dark Code","\u002F2026\u002F05\u002Fnavigating-fog-of-war-age-of-empires-ai\u002F",{"title":35,"path":36,"note":37,"series":25},"The Future of Programming Systems - four thoughts","\u002F2024\u002F09\u002Fthe-future-of-programming-systems-four\u002F","2024",{"title":39,"path":40,"note":37,"series":25},"Always Optimize the Feedback Loop","\u002F2024\u002F07\u002Falways-optimize-feedback-loop\u002F",{"title":42,"path":43,"note":37,"series":25},"\"Security Is Our Top Priority\" is BS","\u002F2024\u002F07\u002Fsecurity-is-our-top-priority-is-bs\u002F",{"title":45,"path":46,"note":47,"series":25},"10x teams","\u002F2025\u002F02\u002F10x-teams\u002F","2025",{"title":4,"path":5,"note":47,"series":25},1792876808708]