Company is small currently (LinkedIn shows 20 employees). Some of the things won't scale. Most things mentioned should be standard process (clear job descriptio

Company is small currently (LinkedIn shows 20 employees). Some of the things won't scale. Most things mentioned should be standard process (clear job description, interviews with relevant interviewers, relevant questions for the role, etc). > We won’t pick times for phone calls and interviews, we’d rather let our candidates pick from available slots in our calendars. This relies on people keeping an updated calendar. Eventually teams will need coordinators where the responsibility of scheduling and rescheduling can be optimized. If a meeting suddenly conflicts with an interview and the interview needs to be rescheduled, it's a worse candidate experience to make them do the rescheduling themselves. Have them provide a few time slots so you have backups in case the original one have conflicts, and always send confirmation emails. > We don’t usually set a deadline for technical challenges, our candidates pick a convenient deadline for them. Anyone have drop off rates for this (as in never finishes project)? I think projects/challenges are best after an initial interview with someone on the team (not the recruiter). This way the candidate know more about the role, and the team believes they will be able to complete the project. Also think that the company has to be very appealing compared to rest of market for a candidate to put in this much extra effort compared to standard on-site interviews.