As an engineering leader, you are continually balancing pressures to grow quality teams without sacrificing productivity or product goals, and many teams feel like they’re losing at both.
Not only is hiring incredibly expensive in time and resources, but combine this with low-signal technical assessments and you’re left with significantly decreased productivity that still results in a mis-hire.
🔂 The Situation
Warmly, a Series A YC company backed by NFX, was growing their small team of engineers and their problem was twofold:
- not only did their productivity tank during long hiring stints—
- they also weren’t hiring the right people.
CTO, Alan Zhao, and his team were stuck in the expensive loop of interviewing -> hiring -> training -> and churning.
This makes it pretty difficult to grow the team or make critical progress on the product.
🔍 The Solution
They chose high-signal scenarios that matched their role priorities, which they benchmarked using their existing team. This resulted in a very high bar for determining who advanced to conversations with their team, and also for who they’d eventually hire.