It's not just those costs. The real cost is the phenomenal candidate you do miss. If engineering talent follows a power distribution, as I believe it does, then a single mistaken "no hire" can mean more productivity than the all the rest of your engineering hiring for the quarter.
Perhaps this is why Ben Horrowitz made such a strong case that for key roles you should, "Hire on strength, not on a lack of weaknesses."
Perhaps this is why Ben Horrowitz made such a strong case that for key roles you should, "Hire on strength, not on a lack of weaknesses."