People's intuitions around hiring aren't Bayesian enough. I think a good process reduces down to something like:
- Are they smart? (understands quickly + communicates effectively)
- Are they cool? (won't put poison in the keurig + pleasant to be around)
- Are they high energy? (initiative + action bias)
- Do they have the experience needed to be successful in the role?
Those are pretty strong priors for success. If you find someone with all the above, you've got an ~80% chance of a hit. No need to over-complicate.
In my experience, adding more boxes tends to index towards box-checkers who grew up wealthy. That's how you miss the hyper-smart/diligent state school kids who happened to spend their summers working instead of doing model UN.
- Are they smart? (understands quickly + communicates effectively)
- Are they cool? (won't put poison in the keurig + pleasant to be around)
- Are they high energy? (initiative + action bias)
- Do they have the experience needed to be successful in the role?
Those are pretty strong priors for success. If you find someone with all the above, you've got an ~80% chance of a hit. No need to over-complicate.
In my experience, adding more boxes tends to index towards box-checkers who grew up wealthy. That's how you miss the hyper-smart/diligent state school kids who happened to spend their summers working instead of doing model UN.