95% of conversations between founders and managers in Tech revolve around how hard it is for them to attract and retain top talent.¹ It is fashionable to commiserate about the tussle for talent. Plus it is objectively hard to hire 10x people and keep them happily engaged for the long haul.
Hiring is by far the biggest concern we hear from founders. Finding the right people to work at your company is high-stakes. Poor performers can take a catastrophic toll on your success. Most seasoned CEOs say that founders should be spending as much as 50% of their time early on getting the right talent in the door. Yet, the actual hiring process tends to remain more of an art than a science for startups — regardless of all the structure and rubrics they try to impose.
Here’s the hard truth: 80% of hiring managers will decide within the first 10 minutes of an interview whether to hire you or not. While every second in that interview room might feel like forever, anxiety might affect your responses to your potential employers. Here’s how you can work on the first impression that you’re putting forward.
When candidates walk into an interview, they forget that they’re there to ask questions as well. Asking the right questions at an interview is important for two reasons:
So you've cracked one of HackerTrail's coding challenges and the employer's keen on meeting you "for a chat". What now?