Using structured interviews, where defined criteria are established for evaluating candidates, leads to more accurate hiring decisions than unstructured interviews.

To screen and evaluate engineers effectively, leverage your experience and insights gained from interviewing candidates.

It's important to have confidence in your interviewing style, even if you're not an expert in the field you're hiring for.

In early-stage startups, it's important to run structured interviews even if you can't standardize the process due to the small number of candidates.

The quality of a candidate's thinking should be evaluated through the questions they ask during the interview process.

A candidate's motivation and depth of thinking can be assessed during interviews, which is crucial for hiring decisions.

It's important to approach interviews with a mindset of learning rather than just following a script.

Train your interviewers to have a good bedside manner, as candidates often cite poor interviewer behavior as a reason for bad interview experiences.

The skill that interviews can most easily measure is the ability to think through small problems quickly, but the ability to solve large, complex problems well over time is what you need in an employee.