A view on hiring for Engineering from an engineer's perspective (with Mark Deubel and Pawel Cebula)

Context:

Pawel has been an amazing partner to work with as a partner for talent, always being incredibly interested in how hiring works, but also bringing his own ideas to the table and even sourcing for prospects himself.

Goal:
This issue is created to figure out how we can bring that knowledge, drive, and approach that Pawel has, to the broader engineering and talent organization.

Output
To be defined: will it be a case study, more of a doc/example, maybe even a workshop?

Initial talking points

• The kickoff: what questions did you ask? What information does the hiring manager share to get to the perfect persona/candidate?
• Documenting the kickoff. Where should it live, and how do you make sure that a kickoff is valuable?
• Pre-work: The role of the hiring manager when it comes to sharing LinkedIn profiles to align on the persona with the recruiter before the role kicks off
• Sourcing: How can the hiring manager and the recruiter get to an optimal result
• Iteration during the interview process: you both learn whether a candidate is successful and when not. How do you communicate these small changes?
• Feedback: The value of giving direct feedback to both the hiring manager and the recruiter when something isn't going as expected or is going better than expected
• Trust: how to make sure that you're aligned and build the trust that you are not worried about pushing a candidate forward or saying, "I doubt this candidate should move forward".

More topics welcome @pawel-cebula