Recruitment Leadership

Every hiring process I've sat in claims to be looking for the best candidate. Ask "best against what" and you mostly get a blank look, because nobody's actually defined it. They're ranking people against each other on a shortlist, not against the team those people are meant to join. I think about it more like finding product-market fit than finding the smartest person available. You can build something brilliant and still watch it die because nobody wanted it. Hire someone br

At the end of every interview, I ask the candidate if they'd like feedback on how it went. And then—here's the controversial bit—I actually give it to them. Not the sanitised HR-approved version three weeks later after they've already assumed the worst. Not the vague "we've decided to progress with other candidates" email that tells them precisely nothing. Honest interview feedback. Right there in the room. I tell them what went well. I tell them what didn't. I'm authentic a