This all makes sense, thanks for the details. I think the key element is how you calibrate towards the candidate, bringing common sense into the process. This

This all makes sense, thanks for the details. I think the key element is how you calibrate towards the candidate, bringing common sense into the process. This is something Google tried to cancel out to increase fairness, which failed in my experience. Maybe another issue is setting the bar too high during the interview to improve the metric on retention, sometimes it might just not be the match that the interview appeared to have. I usually try to work with people on something small to get a feeling for how well we work together before committing to larger projects, but at some point I’ll need to start hiring, so I’m very interested in this topic.