> We used to apply a ‘Sunday Test’: “If this person were alone at the office on a Sunday, would that make us want to come in just to hang out with them?”. Howev

> We used to apply a ‘Sunday Test’: “If this person were alone at the office on a Sunday, would that make us want to come in just to hang out with them?”. However, this was the wrong phrasing for the idea we really cared about (we don’t encourage people to work Sundays, and we want people who would make excellent coworkers rather than be our personal friends). Instead, we now ask: “Is this someone we’d actively seek to work with” I'd love if this requirement were explicable and quantifiable. Two people can each be nice and kind, but not get along for whatever reason. When a hiring process can include face to face meetings with 10+ people, the chances of a suitable candidate being excluded for an arbitrary 'personal' reason seem high. What's the point in many stringent evaluation criteria if, at the end of it, all interviewers then have to agree that they can be besties with a random person. It's too fuzzy.