Tech Hiring Consulting & Engineering Interview Training
I can help you create or refine your hiring process. With my deep background in both software development and hiring, I have the technical and recruiting knowhow to work with (and earn the respect of) your technology, HR, and other teams.
I can do "instant" (immediate) engineering interview training (focusing on standard algorithms, design, and behavioral interviews) or more involved hiring projects.
Want something you can email out to your team / HR / eng leaders? Here you go: View/download from Slideshare. (It's the same content that's here. But prettier, and presented as a file.)
I also do acquisition interview consulting.
Quick Details About Me
- Author of Cracking the Coding Interview (#1 best-selling interview book), Cracking the PM Interview, and Cracking the Tech Career.
- Software engineer at Google, Microsoft, and Apple. Google hiring committee & top 1% of most active interviewers.
- Acquisition interview consultant: coached dozens of companies through acquisition interview process.
- BSE / MSE in Computer Science from University of Pennsylvania. MBA from the Wharton School.
- Hire Smart: Smart employees produce high quality work, make good decisions, learn new skills quickly, and adapt well to company growth and needs.
- Hire People Who Care: Your best employees will care—about getting things done, about creating a great product, about doing the right thing.
- Hire Good Employees, Not Good Candidates: I’ve coached many candidates. The more I can coach someone, the worse that process/question is. You want good employees, not those who just look good in interviews.
- Know The Weaknesses: Every hiring strategy has flaws, but don’t simply accept those. Rather, understand your goals, find the process that matches best, and do your best to mitigate the issues.
My Goals for Your Company
- High & Consistent Bar: When desperate to hire, some teams drop their bar a little or make excuses for a candidate. Those weak hires can cost you in the long run.
- Adaptable Process: If your process isn’t adaptable to future roles, you need to re-invent it constantly. This leads to an increasingly disorganized and sloppy process.
- Minimal False Negatives: You’ll always reject some good people, but you want to minimize this. Learn how to prepare your candidates and ask effective questions.
- Happy Candidates: Good candidate experiences matter. If your process leaves a bad taste in people’s mouths, the strong candidates won’t take your offer and the weak candidates ones will tell their friends not to. Your process should make candidates want to become employees.
- Rapidness: When candidates face delays and bureaucracy, they have a bad experience, they judge your company for this, and their timeline may force them into accepting other offers. Your process should enable you to move quickly.
Projects and Timeline
- Company Size: I work with teams and companies of all sizes. I often focus primarily on software developers, product managers, and other highly technical talent, and secondarily on other roles across the company.
- Scale: The scale of the project depends on your needs. Some projects have been as small as running a single interview training workshop for a startup. In other cases, I’ve created hiring processes for multi-thousand person companies, essentially from scratch. A very typical project is to review a company's process, and then to suggest and implement changes.
- Stages: Such a project is typically done in three stages: information gathering (reviewing question databases, interview feedback forms, etc.), proposal of changes (discussing my feedback with HR and technology leadership), and then implementation (running interview training, etc).
- Timeline: Something of this sort usually lasts around 2 - 4 months, working part-time in a mix of onsite and offsite work.
- Define Candidate Profile: Define what a "good" candidate looks like and what recruiters should be looking for.
- Write Job Description & Templates: Define standards around what a job description should look like, and write examples.
- Standardize Hiring Process: Outline an interview process framework that can be applied to current and future roles.
- Create Interviewing Training Program: Lead workshops on interviewing and create process to “certify” interviewers.
- Interviewer Reviewer: Observe existing interviewers in action and provide feedback to them. Select lead interviewers.
- Evaluate Diversity Issues: Review current process for issues that might effect diversity.
- Create Interview Prep Resources: Create resources prepare candidates for interviews. This reduces a company’s false negatives and offers a better candidate experience.
- Implement Code Assessment Tool: Evaluate code assessment tools, determine where in the process such a tool makes sense, and create hiring test.
- Establish Hiring Committee: Select members for hiring committee. Outline procedures and best practices. Train team.
- Refine Question Database: Create an interview question database. Review existing questions. Define framework for what a good question looks like.
- Evaluate Candidates: Evaluate candidates. Make recommendations on each candidate with the goal of establishing a higher bar.
I am located in the Bay Area (Palo Alto), but can also travel elsewhere. Please contact gayle <at> gayle.com if interested.
References happily provided.