Legal, Compliance & HR Topics
Legal operations, HR management, M&A integration, and compliance. Includes legal workflows, talent management, and organizational transitions.
Engineering Talent Acquisition and Assessment
Focuses specifically on practices for identifying, attracting, evaluating, selecting, and onboarding engineering candidates. Candidates should be able to articulate a hiring philosophy and the technical and behavioral competencies they prioritize such as problem solving, learning ability, ownership, communication, and collaboration, and explain how those priorities drive sourcing and assessment. Topics include sourcing channels and pipeline building for engineers including passive outreach, referrals, and campus programs, employer branding, and partnering with recruiters. Assessment methods should be described in detail including phone screens, take home tasks, coding tests, pair programming, system design interviews, rubric and scorecard creation, calibration discussions, and methods to separate raw technical skill from cultural fit. Also covers red flags and candidate experience, negotiation, loop design, sample interview questions or exercises, and metrics such as time to hire, offer acceptance rate, and quality of hire, as well as concrete examples of improvements made to engineering hiring processes.
Hiring Scaling and Retention
Focuses on recruiting, hiring, onboarding, scaling headcount, and retention strategies that sustain team capability. Interviewers probe how candidates attract talent, evaluate candidates, create ramp and onboarding processes, design career ladders and development pipelines, measure retention, understand reasons for turnover, and implement retention programs including promotions, compensation, and culture interventions.
Recruiting and Hiring at Scale
Designing and executing the strategy, operations, and systems required to build and scale high performing hiring and talent acquisition functions as an organization grows. This includes establishing a hiring philosophy and role competency frameworks for product and engineering and other roles, workforce planning and demand forecasting, and creating structured hiring pipelines with interview formats, assessment rubrics, interviewer calibration and training, panel design, and bench strength. It covers sourcing strategies and channel diversification including campus recruiting, referral programs, external partners, employer branding and outreach, and approaches to preserve candidate experience and equitable selection as volume increases. It also includes recruiting operations and technology such as applicant tracking systems and candidate relationship management systems, automation and workflow standardization, team structure design and decisions about internal recruiter capacity versus external support, centers of excellence, training and leadership development, recruitment budgets and partnerships with business leaders, diversity and inclusion practices, and change management for process adoption. Finally it addresses metrics and analytics to measure time to fill, quality of hire, cost per hire, candidate experience, and other hiring effectiveness indicators, and expects candidates to articulate sustainable hiring models, trade offs between speed and long term talent quality, and lessons learned from successful and unsuccessful scaling efforts.