The Breakthrough Hiring Show: Modern Recruiting, AI, and Talent Strategy
Nov 19, 2024 · 46 min · 18 segments
Our hosts sit down with Wes to discuss how Woven helps companies hire great-fit engineers without spending countless hours in tech interviews. We discuss their async technical interview platform and…
I'm just thinking to better understand where in the interview pipeline this sits.
Is this after a phone screen or is this people go through the resumes, they decide the top applicants, they send them this or where does it fit within the interview process?
The typical spot is a recruiter has done a resume screen, probably a first screening call, then woven as an assessment before the hiring manager or technical interview.
And that allows the recruiter to take more shots on maybes and saves hiring manager time while giving them some more signal.
It depends because if you're hiring a more entry-level role, sometimes you can skip that recruiter screen and just have a more rigorous application.
Sometimes you might be hiring for a VP of engineering, and actually it's worth doing an extra call before you send the assessment.
Yeah, I would assume every company runs their process a little differently, right? So it makes sense to me.
As long as the candidate engagement's high enough, it's always better to do it earlier in the process, save the hiring team time.
One of my one of my controversial opinions is that it's it's easy for a job to feel like the activities I'm taking are the value.
It's getting a great candidate to a conversation with a higher manager is the value.
And if you can skip any of those other things, you can do more other valuable things.
That first five minutes of a call, you just repeat over and over your mission, your vision, why your founder is awesome.
You record that in a loom and send that to any candidate that passes your knockout questions or your early screening.
I'm just thinking to better understand where in the interview pipeline this sits.
Is this after a phone screen or is this people go through the resumes, they decide the top applicants, they send them this or where does it fit within the interview process?
The typical spot is a recruiter has done a resume screen, probably a first screening call, then woven as an assessment before the hiring manager or technical interview.
And that allows the recruiter to take more shots on maybes and saves hiring manager time while giving them some more signal.
It depends because if you're hiring a more entry-level role, sometimes you can skip that recruiter screen and just have a more rigorous application.
Sometimes you might be hiring for a VP of engineering, and actually it's worth doing an extra call before you send the assessment.
Yeah, I would assume every company runs their process a little differently, right? So it makes sense to me.
As long as the candidate engagement's high enough, it's always better to do it earlier in the process, save the hiring team time.
One of my one of my controversial opinions is that it's it's easy for a job to feel like the activities I'm taking are the value.
It's getting a great candidate to a conversation with a higher manager is the value.
And if you can skip any of those other things, you can do more other valuable things.
That first five minutes of a call, you just repeat over and over your mission, your vision, why your founder is awesome.
You record that in a loom and send that to any candidate that passes your knockout questions or your early screening.
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