It’s amazing that you took the time to hire this way! I’m sure every applicant felt justified in your final decision and I’m sure it’ll be a wonderful match.
This is the best newsletter post I've read in a very long time! I have first-hand experience with your process. Thanks for writing about it. To your continued success, #GrahamWalker
I love this, Leslie! Would like 10x if I could. For so long, we’ve leaned into these overly templatized, rigid expectations for how candidates should show up in the job search in order to be successful. But that’s falling apart in this market when hundreds or thousands of applicants are using the same template + buzzwords (unique blend of strategy and execution!). It strips away the very thing hiring managers are craving: signs that the person on the other side sees the opportunity clearly and took the time to show it. Really glad your approach surfaced the right people!
100%. I feel like with AI candidates can now "fight fire with fire" and make generic applications that hit the right keywords. At some point it's just theater though... all filtering, no connection. I guess you can't really scale a process like mine, but I'm glad I could do it this time.
Love this experiment and also how it supports the general transition to non-linear careers and a skills and EQ based hiring practice - not just degrees and titles. Also love how you're already willing to go to bat for the alternate candidates. That's how you build a long-term relationship with talent. Maybe not this role today, but hopefully another role in the future.
We manually reviewed more than 250 applicants and ran a similar process for a contract role at SBC last fall. Similarly, the initial culling went relatively quickly and then there were 50 then 20 for us to read more closely. Interviewed ~8 and narrowed then interviewed a few again. Worth the time and effort.
It’s amazing that you took the time to hire this way! I’m sure every applicant felt justified in your final decision and I’m sure it’ll be a wonderful match.
This is the best newsletter post I've read in a very long time! I have first-hand experience with your process. Thanks for writing about it. To your continued success, #GrahamWalker
Thank you for the kind words!!!
I love this, Leslie! Would like 10x if I could. For so long, we’ve leaned into these overly templatized, rigid expectations for how candidates should show up in the job search in order to be successful. But that’s falling apart in this market when hundreds or thousands of applicants are using the same template + buzzwords (unique blend of strategy and execution!). It strips away the very thing hiring managers are craving: signs that the person on the other side sees the opportunity clearly and took the time to show it. Really glad your approach surfaced the right people!
100%. I feel like with AI candidates can now "fight fire with fire" and make generic applications that hit the right keywords. At some point it's just theater though... all filtering, no connection. I guess you can't really scale a process like mine, but I'm glad I could do it this time.
Love this experiment and also how it supports the general transition to non-linear careers and a skills and EQ based hiring practice - not just degrees and titles. Also love how you're already willing to go to bat for the alternate candidates. That's how you build a long-term relationship with talent. Maybe not this role today, but hopefully another role in the future.
We manually reviewed more than 250 applicants and ran a similar process for a contract role at SBC last fall. Similarly, the initial culling went relatively quickly and then there were 50 then 20 for us to read more closely. Interviewed ~8 and narrowed then interviewed a few again. Worth the time and effort.