Thread

1. jonas21 · 1790183511 · focus · HN ↗

   Every time I've hired someone at a big company, it's taken multiple months to get candidates through the pipeline, and it was not uncommon to have to go back to the candidate pool when someone would accept an offer and change their mind before starting. 90 days to fill a role would be considered relatively quick.

   1. esseph · 1790183964 · focus · HN ↗

      I am hearing from multiple people in hiring departments at different companies that they are doing 7-9 rounds of interviews for non-coding tech roles.

      These companies have lost their minds.

      1. darth_avocado · 1790194057 · focus · HN ↗

         7-9 rounds just means 7-9 conversations. Just talking to a recruiter and the manager are 2 rounds. So 5-7 interviews that evaluate competency. You usually get the lower end unless you ended up giving mixed signals.

         Sounds like asking a lot from candidates but unfortunately candidates lie a lot and the cost of hiring candidates that don’t match up to the requirements when paying $300k-$500k/year is just too high. Firing people is hard and takes a long time, especially in management roles. My personal guidance to managers is to have rounds match the level and experience required for the job. You can hire an intern with 2 rounds after the hiring manager conversation but a staff IC probably needs 5, directors need 7.

         1. esseph · 1790196282 · focus · HN ↗

            I'm talking about 7-9 rounds for non tech companies, and each round is at least an hour plus interview. These roles aren't even hitting the $200k marker.

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