I used a very similar approach when building the security team while I was CSO at Relativity. I wrangled as much as I could with HR to do it this way. It boiled

I used a very similar approach when building the security team while I was CSO at Relativity. I wrangled as much as I could with HR to do it this way. It boiled down to an initial phone call where I described the company, the job, and our process and asked if there were any questions. I did not ask the candidate any questions about their background. If they expressed an interest in going further, we would share with them a work product sample tailored to the position. This included hiring a manager of compliance and a project manager. The work sample test had a rigid metric and gave us a go/no-go answer. This approach was very successful.