Hire Like a Boss
summary
Claims hiring mistakes cost 30% of an employee’s first‑year earnings and that 75% of companies report hiring the wrong person; examples include single openings drawing 4,000 resumes and a disastrous hire whose morning code required afternoon undoing. Recommended practices are work backwards from the role outcome, require candidates to read and critique real code, pair‑program on actual tasks, prioritize adaptability and critical thinking over years of experience, encourage candidate questions, and fail fast when fit is wrong.
AI-written summary · about
chapters (12)
- 0:00Introduction to hiring
- 1:25Cost of bad hiring
- 7:27Let the job find you
- 14:10Good hiring vs bad hiring
- 20:13Interview as conversation
- 27:59Two-way interview fit
- 34:24Measure talent not experience
- 40:46Candidate questions matter
- 47:17Hire a human not a compiler
- 51:07Relevant interview questions
- 58:18Pair programming interviews
- 1:00:22Networking reduces risk
related talks
23mHow to hire the best for your startup
44mHire Better Faster Stronger
48mDesigning Your Team Before You Hire
01h 02mHow to hire great engineers
51mThe Ugly HR Lady Advises, or 1011 Mistakes Developers Make
14mHow to screw up hiring
42mInterviewer Skills Hiring the Best Teammates
15mTech Hiring: Sometimes (Often) Failing Us All