I'll put just one tip here: a 'maybe' is a 'no'. In my experience most bad hires that don't work out in the end were a 'strong maybe' and for whatever reason I

I'll put just one tip here: a 'maybe' is a 'no'. In my experience most bad hires that don't work out in the end were a 'strong maybe' and for whatever reason I convinced myself to still go ahead. One common reason is hiring fatigue, when you interviewed a lot of people and just want to close the position. If it's a 'maybe', identify why it's a 'maybe', and schedule an additional round where you get signal on those specific topics. If at the end it's still a 'maybe', then it's a 'no'. Doing an additional round may suck, but it's less of a suck (for both sides) than firing the person after they left their previous job, started working, completed onboarding, and it's their last week of probation in your team. Good luck!