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interview-prep

  • Be Upfront: Mention the startup structure early (in the intro and stress management question) to filter out misaligned candidates.
  • Tone: Keep it professional but conversational to reflect the startup’s dynamic vibe.
  • Measure candidates on criteria that matter
  • Reduce candidate stress to get better signal
  • Make efficient use of everyone's time
  • Treat people with respect, the way I'd want to be treated

strategies to Identify Skill Gaps effectively​

Identify any gaps between their abilities and the job requirements. Note gaps in technical skills (e.g., shaky coding logic) or soft skills (e.g., poor communication) to assess trainability. The technical question and follow-ups like “How would you learn this?” help evaluate their ability to close gaps.

questions you can't ask​

  1. Personal Background Questions
    • age
    • date of birth
    • high school graduation year
    • can you keep up with younger employees
    • US Citizen
  2. Physical Limitation Questions

various types of questions​

  • Behavioral questions: These delve into past experiences to predict future behavior (e.g., "Tell me about a time you faced a challenge at work and how you overcame it.").
  • Situational questions: These present hypothetical scenarios to assess problem-solving skills and judgment (e.g., "What would you do if a client was unhappy with your work?").
  • Strength-based questions: These explore a candidate's natural talents and strengths (e.g., "What are your greatest strengths and how would they benefit this role?").
  • Motivational questions: These assess a candidate's interest in the role and the company (e.g., "Why are you interested in this position?" or "What do you know about our company?").
  • Culture fit questions: These aim to understand if a candidate's values and personality align with the company culture (e.g., "What kind of work environment do you thrive in?").