Ask HN: Interviewing candidates for an accelerator. What should I ask them?
1 comments
> We want to select only the best technical people (i.e. no business guys).
Problem 1: Bias
Problem 2: "Guys" (no feminism here) should actually be "teams" (even if they're all 23, white, male)
> what are the best questions I should ask people in order to gauge their technical aptitude and general awesomeness?
Doing this won't get you anywhere. You are a business accelerator, not Amazon hiring a genius who writes assembly that can squeeze out an extra 2% on their servers.
You should be evaluating teams (most important), their execution (also important) and their idea (least important but very valid).
Personally, I don't think you should be doing the interviews on your own, or if everyone thinks like you, should probably get experienced entrepreneurs to do it instead.
Please note that I am not insulting you or any of your abilities. It just seems that you have an ingrained technical bias and you may recruit highly-talented tech people but most of their ideas are shit and your accelerator will bomb-out soon.
Problem 1: Bias
Problem 2: "Guys" (no feminism here) should actually be "teams" (even if they're all 23, white, male)
> what are the best questions I should ask people in order to gauge their technical aptitude and general awesomeness?
Doing this won't get you anywhere. You are a business accelerator, not Amazon hiring a genius who writes assembly that can squeeze out an extra 2% on their servers.
You should be evaluating teams (most important), their execution (also important) and their idea (least important but very valid).
Personally, I don't think you should be doing the interviews on your own, or if everyone thinks like you, should probably get experienced entrepreneurs to do it instead.
Please note that I am not insulting you or any of your abilities. It just seems that you have an ingrained technical bias and you may recruit highly-talented tech people but most of their ideas are shit and your accelerator will bomb-out soon.
Completely agree with your observations re. 1st and 2nd problems!
I should have provided a little bit more context: the accelerator is pre-seed and it takes individuals, as opposed to teams, straight from university and mostly even pre-idea. The accelerator itself facilitates team building, idea generation and then provides courses on customer dev / etc. as company progresses.
The accelerator invests in highly technical people and ideas, not companies or teams. The track record so far indicates that the thesis of "awesome people will build awesome things given the right environment" is working.
I should have provided a little bit more context: the accelerator is pre-seed and it takes individuals, as opposed to teams, straight from university and mostly even pre-idea. The accelerator itself facilitates team building, idea generation and then provides courses on customer dev / etc. as company progresses.
The accelerator invests in highly technical people and ideas, not companies or teams. The track record so far indicates that the thesis of "awesome people will build awesome things given the right environment" is working.
Valid thesis and something that is being proven as you go.
Basically squashes my suggestion at the same time :P
Good luck!
Basically squashes my suggestion at the same time :P
Good luck!
[deleted]
Interviews are at most 1h and usually shorter. We want to select only the best technical people (i.e. no business guys).
From your experience hiring, what are the best questions I should ask people in order to gauge their technical aptitude and general awesomeness? Is there anything non-obvious I should pay attention to?