People find it strange when I interview candidates, I don’t even look at resumes. I don’t need to. I ask questions to measure among other things the size and

People find it strange when I interview candidates, I don’t even look at resumes. I don’t need to. I ask questions to measure among other things the size and complexity of projects they were responsible for, the level of complexity, and what they actually accomplished. If he came in and call himself a “CTO” and then he described his day to day work, that would be a red flag for me.