scaling an engineering organization of 300+ developers
guest: ryan and yule, staff software engineer and director of engineering at volvo cars
- use a rotating roster for technical assessments instead of asking for volunteers so reviews don't stall out
- give take-home assignments a time cap and ask candidates to prioritize what they solve so you see judgment not just free time
- submit interviewer feedback separately before comparing notes so the panel doesn't bias each other
- have recruiters lead candidate-to-team matching once they know the tech space well enough to spot the right fit
- set expectations early that candidates may not know their exact team until later in a fast-growing org