Resources · Hiring and architecture
You usually discover a bad specialist hire in month three, on an incident. These are the questions that move that discovery to before the offer — usable whether or not you work with us.
A recruiter cannot assess whether a candidate understands a dial-plan conflict, and nobody expects them to. Keyword matching is the only screening available at that stage, so the technical filtering necessarily happens later — in your interview room, performed by your senior engineers.
That is the actual cost of a resume-first process. Not a bad hire in itself, but your most expensive people spending the week interviewing instead of engineering, and the requisition staying open while the project it was raised for slips.
Four dimensions, and the order matters. Depth without judgment produces someone who knows the platform and cannot be trusted with a change window.
The useful questions are not trivia. They ask the candidate to reason about something going wrong, because that is the condition under which the hire actually matters.
Half of failed specialist hires are scoping failures rather than screening failures. These four questions usually reshape the requirement before anyone is interviewed.
The third question is the one that changes engagement shape rather than just the job description. A capacity gap with a defined end date and a permanent capability gap are different instruments, and hiring permanently for the former is how organizations end up carrying headcount they did not need.
Related
A practicing Solution Architect runs this interview before you see a name, and you receive the written assessment.
ResourcesA decision framework based on duration, employment risk and how much direction you want to give.
Who We ServeIf you are an agency filling roles your recruiters cannot technically screen, this is the sub-contractor model.
Thirty minutes to define the requirement properly, then which track fits and what it costs.