How to be a better interviewer, change the world and work with amazing people
summary
Claims specific fixes: replace vague culture-fit with named, behavior-linked interviews; use structured interviews and give each interviewer a topic; run pairing in interviews where one drives and one listens; assess real code (candidate’s own sample + refactor) instead of whiteboards; write feedback as what the org must change for this person to succeed; set explicit diversity targets (example: ThoughtWorks rose from 9% to 28% women in the UK by 2004, later hiring ~50% women in grads); keep interview count ~4 per Google data.
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chapters (24)
- 0:00Intro
- 7:47Stop looking in the mirror
- 10:00Find a different tool
- 11:42Mindset shift
- 14:20Default answer
- 15:58Reframing feedback
- 17:25The pub test
- 19:29Culture interviews
- 22:28Uniqueness
- 24:41Structure
- 29:37Interviewing IO
- 36:12Stress Interview
- 37:37Juggling
- 38:39Pairing in interviews
- 43:40Framing questions
- 45:14Mindset changes
- 49:59The combative white board
- 51:44Technical interviews
- 52:37Get up
- 53:03Open source
- 54:51Hiring for potential
- 55:19The best bit
- 57:39Consulting
- 58:19Setting a target
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