We use a simple 2 step process that allows both the company and the candidate to have more certainty about the opportunity. This only applies to technical jobs.

We use a simple 2 step process that allows both the company and the candidate to have more certainty about the opportunity. This only applies to technical jobs. 1 - First interview. Does the candidate know about the company? Does he know anything about the business domain? Conversation about problems he has encountered in his past experiences. it works like a knowledge sharing conversation, you really get to know how well things have been thought of. 2 - Freelancing period of about 3 weeks, 20h/week - You get to know the technical skills, cultural fit, communication skills and all other aspects that you only arrive to practicing it. So far it has worked pretty well for us - we've hired about 11 developers and refused/have been refused by 5. It's an empirical process that works for both parties.