Over-staffing increases costs; under-staffing burns out your team. Identify skills that are essential coming in the door, vs those that can be learned on the job. Avoid W2 commitments for tasks that are better handled by a contractor or specialized vendor.

Where you post a position, how you describe the work, even how information is organized in the job listing all impact the likelihood a good candidate will apply (or not). Ensure job postings don’t contain “unicorn” skill combinations leading to low volume, high price tag specialists.

Engineers think differently than hiring professionals, making it difficult to infer strengths and weaknesses from a resume and screening call. Learn how to see through a weak presentation hiding a strong candidate. Identify red flags in a strong presentation hiding a potentially weak candidate.

Engineers love sharing their interview experiences with their network. A strong interview process has the power to turn candidates—even those you don’t hire—into promoters of your company. And, of course, it’s crucial for finding the right engineer for your project and culture.

High quality hiring cannot prop up a poor day-to-day employment experience. Provide room for people to grow, and show them the path forward. Ensure promotion is timely and accurate. Keep hiring focused on growth, rather than replacement and churn.

It’s notoriously difficult to apply measurements to nebulous hiring concepts like fitness for a role, but we’ve cracked the code. Learn how to make meaningful measurements and insights across the entire employee lifecycle.