An interview process is the part of recruitment in which a team meets a candidate and decides whether they are a good fit for the role and organization. It can be daunting on both sides. No single technique works for every team: interviewers improve through practice and honest reflection, not by assuming they already interview well. section 5.1
Choose a structure that fits the team’s size and the role. You might hold one interview with a single interviewer or group, or a series of interviews with one or two team members at a time. If the candidate would report to one of your managers, decide when the CTO should join rather than taking over that manager’s interview. section 5.1.4
A short CTO conversation
After the team has interviewed a candidate it wants to pursue, the CTO can meet them for 15–30 minutes. This is a chance to gauge personality and work ethic, describe the positives of joining the team, and leave room for the candidate’s questions before they decide whether to accept an offer. section 5.1.4
When leading an in-person interview, begin by greeting the candidate, walking them through the office, and making easy conversation about their journey. Offer a drink. Helping a nervous candidate relax makes it easier to get a fair read on who they are. section 5.1.4
