Bachelor's and Master's in CS from MIT. Previously, worked @ Microsoft & Zynga. Currently Co-Founder of Moesif (moesif.com), the most advanced API analytics platform.
Often, as soon as an engineer joins a company, he or she is asked to start doing interviews, because recruiting often is such a big part of the company effort.
So the problem is that more often than not, that person haven't take interview training.
It is a hard skill to interview people and interview well, and know how to calibrate the interview.
As technical startup founders, for technical interviews, we think we are getting pretty good at identify technical skill prowess (given we all did a lot of interviews of technical candidates at our previous jobs.)
For non-technical roles we now have to hire for, it is very hard to learn what questions to ask, what to look for. So I can sympathize with the interviewer.
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Often, as soon as an engineer joins a company, he or she is asked to start doing interviews, because recruiting often is such a big part of the company effort.
So the problem is that more often than not, that person haven't take interview training.
It is a hard skill to interview people and interview well, and know how to calibrate the interview.
As technical startup founders, for technical interviews, we think we are getting pretty good at identify technical skill prowess (given we all did a lot of interviews of technical candidates at our previous jobs.)
For non-technical roles we now have to hire for, it is very hard to learn what questions to ask, what to look for. So I can sympathize with the interviewer.