How to conduct 300 interviews per month

Published on October 30, 2015

How to conduct 300 interviews per month

Original author: Ammon Bartram
  • Transfer
Most recently, we began to consider various management tricks, which should be paid attention to the heads of IT departments. Today, we will continue to work in this direction and briefly analyze Triplebyte's note on how they managed to conduct 300 interviews in one month and stay alive.


/ Photo by Tim Regan / CC

Ammon Bartram says the company began the process of optimizing the recruitment of IT professionals by describing its principles in a special manifest . Based on him and other tools, 300 interviews were conducted, and Triplebyte managed to find out the following insights.

Here's how it worked out. The interviews were divided into 4 sections: from a brief online interview to calls and real work on the project with a screen demonstration.

The following Triplebyte principles can be highlighted here:

  • familiar and convenient development environment and language
  • a topic in which a person is well versed
  • the candidate must not act at random
  • need an algorithm to complete the task
  • score card required
  • time cost estimate
  • overall knowledge is assessed

Key insights for job seekers:

  • sending a resume does not mean that you are really suitable for a particular position
  • on your resume it is impossible to understand your current level of knowledge
  • your place of study or work does not directly indicate a certain level of experience

Given the total number of interviews that needed to be conducted, the Triplebyte team decided that the process should be structured using online pre-testing. The data reception showed its significance and in many respects predetermined how candidates will be able to show themselves in a personal interview.

In the course of the work, Triplebyte found out that it is possible to give a real assessment of the level of knowledge exclusively in practice. In this case, it is important to take into account several indicators at once and compare them with the initial interview.

Any talk about past projects is just talk; they will not replace the coding. The decision to hire in half of all cases can be made already in the first 20 minutes of the interview.

Another good solution is to give candidates tasks that they could do in their free time and not experience the stress of working live. In addition, some of the applicants can be admitted to combat projects in order to better assess how easily they can integrate into current processes and how they can be useful for them.

PS A little about the work of our IaaS provider: