Great roadmap for startups to follow. Much of the writing about hiring software engineers comes from larger companies, and in my experience don't seem like reasonable processes for small companies.
Two questions:
1) Do you think the large coding assignment eliminates good candidates? I'd be concerned that after one phone interview, good candidates might not be invested enough to spend that kind of time.
2) What are your thoughts on behavioral / situational interviews? We've been doing one where we ask deeper questions about the candidate's previous roles, what they liked and didn't, what they think good vs bad teams and process look like, etc. Do you think these are valuable, and if so are you doing them during the in-person interview stage?
Two questions: 1) Do you think the large coding assignment eliminates good candidates? I'd be concerned that after one phone interview, good candidates might not be invested enough to spend that kind of time.
2) What are your thoughts on behavioral / situational interviews? We've been doing one where we ask deeper questions about the candidate's previous roles, what they liked and didn't, what they think good vs bad teams and process look like, etc. Do you think these are valuable, and if so are you doing them during the in-person interview stage?