Yeah that’s obvious and probably good. You’re trying to make a machine that reliably adds employees to your company in a way that minimizes nepotism or corruption.
Faced with the immutable fact that the chief executive cannot watch everything, that there will be pockets within the organization where people will sell access to a $300k job, and where others will hire from their family, their tribe, or so on: you make a system that is meant to prove some minimum standard while constraining your interviewers.
One thing that is not immediately obvious is that the Big Tech hiring process is to constrain your hiring team in who they bring on.
Startup executives are close to the road so they can tell if the rubber’s good much more easily.
The hiring process is designed around the constraint of executive attention. As are most things in firms.
Faced with the immutable fact that the chief executive cannot watch everything, that there will be pockets within the organization where people will sell access to a $300k job, and where others will hire from their family, their tribe, or so on: you make a system that is meant to prove some minimum standard while constraining your interviewers.
One thing that is not immediately obvious is that the Big Tech hiring process is to constrain your hiring team in who they bring on.
Startup executives are close to the road so they can tell if the rubber’s good much more easily.
The hiring process is designed around the constraint of executive attention. As are most things in firms.