Rahul Arora

I talked to 500+ HRs in the last 1.5 years to find out why tech hiring is a mess! 1) Rejection count: Startups / growing orgs - only 1 in 60 gets hired, worst case 1 in 100. Series of events: - Short-notes shared with TA by interviewers after rejection - No candidate persona made because of lack of data/notes (low collaboration) - Wrong candidates sourced 2) Resume back & forth Series of events: - HR shares resume over email / calendar attachment - Resume get's lost in the pile of emails at the time of interview - Interviewer calls the HR to share it again - If downloaded, interviewer keeps alt + tabbing b/w resume & video call. 3) Decision & feedback loop Series of events: - Candidate takes an assessment - Round1 - Round2 ...& more - Cultural fit etc. Short notes are scattered across tools for 1 candidate (multiply it by 100 interviews x 5 profiles) No visualisation of how efficient overall hiring is. 4) Gist of previous round: Series of events: - Person takes the first round. - Gives feedback to HR. After many reminders (in most cases). - Next round taker calls the first one or HR to know gist of prev round. For any org: Multiply above x N rounds x N positions (time wasted) 5) Question bank & no fixed processes - Learn't that many established orgs even end up asking same questions across rounds - Rounds are not well structured - Not asking the right questions (either losing out on good talent or hiring a bad fit) 6) Disconnected tools - Low convenience of using any hiring tool - Interviews happen on one & note taking happens on other (manually in most cases) - Most tools are just used for sending assessments 7) Candidate experience Tools used in an interview at a single instance: - Screen sharing - IDE - Browser - Terminal Asking follow-up questions involving code - too hard. Preparing run-time env. is time consuming Candidate keeps switching context fro