How to Conduct High-Volume Hiring Interviews

The way we hire is broken. Here's what I would do instead: 1. Have the hiring manager write what are the 3 main functions of the role and the 3 most important skill sets they are looking for. 2. Fill out information about what kind of hours are expected in the role and what kind of characteristics and qualities would make a person thrive. 3. Share a salary range within $30K spread and be up front about the total compensation package. 4. Write the job description in human voice that speaks to painting a picture of the day to day with all the information above. 5. Set a specific deadline of when to apply by and 1-3 quick (no more than 10 minutes spent total!) qualifying questions to assess candidate's capabilities to do the actual job. Example: (for a marketing manager: how would you go about creating a title for a SEO blog post ranking for keyword: interview). 6. Put position on hold and don't accept any more applications. Review all submissions and select 3 that are most closely aligned with what hiring manager is looking for. 7. Interview top 3 in Zoom interview with specific set of questions. Share notes with hiring manager to decide who top 2 are. 8. Bring top 2 contenders in for on-site or Zoom panel; no more than 3 interviewers. Important questions should be flushed out ahead of time and have a scorecard to be objective about overall fit. 9. Update each candidate that took time to prepare for interviews on status and when they can hear a response back. 10. Extend offer. If accepted, close requisition, and let everyone who applied know the position has been filled. What did I miss? As a in-house recruiter and headhunter, I know this is easier said than done with the volume of candidates - but feel strongly if employers have clarity in the beginning of what the non-negotiables they are looking for, recruiting would be more smooth sailing! #happilyhired #interview #recruiting

Back in June we went to Alex Hormozi's two day business workshop And biggest takeaway was that we were not spending enough time focused on the boring work We were chasing too many big ideas instead of focusing on the fundamentals One of those fundamentals was our recruiting and hiring process Here is our current hiring process that has allowed us to decrease time spent hiring new roles by 50% while evaluating 3x more candidates This is the same process I used to hire 7 new roles in the past two weeks managing 100% of the process while having time to focus on my other priorities The roles hired: 1x Sr. TikTok Shop Strategist 3x Influencer marketing & Community manager 1x TikTok Shop Coordinator 1x Influencer Coordinator 1 Influencer Operations Coordinator Our process: 1. We got set up with LinkedIn Recruiter This has saved me so much time and the quality of candidates has drastically improved 2. Post a job using one of our open job slots instead of using linkedin's pay per click job post 3. Use recruiter to filter people that have the exact experience we need 4. Mass invite them to open jobs 5. Send mass messages + automated follow ups using recruiters CRM directing candidates to go through a video interview process using MyInterview Instead of reviewing applications one by one and sending individual messages to each candidate, We can do a first pass at their job history and mass message all qualified candidates + schedule automated follow ups with one click This step also replaced our first round interview We set up 5-6 interview questions that each candidate answers related to the role 6. Watch videos interviews and create a short list of our top 10-15 candidates and set up first round interviews 7. Invite top 3 candidates to a second interview to go deeper on culture related questions 8. Ask for 5 references from each candidate (front door references) Schedule calls with each reference and have template questions that I ask 9. Reach out to 1-2 back door references - these are people that weren't included but had a working relationship with the candidate (usually one of the previous managers at company they no longer work at) 10. Make an offer LinkedIn recruiter + video interviews have given me more time back to dedicate to reference checks to make sure we're hiring the best possible candidate Before Hormozi, our recruiting and hiring process was embarrassing We mostly hired out of convenience and we paid the price for it I've completely cut out chasing big ideas to focus 100% of my time on the "boring" work The best part is that I love recruiting now Theres nothing boring about finding the best people to join our mission Lmk your best interview questions below

When I was at Winc, I led hiring for dozens of key roles— From General Managers of our top brands to department heads across performance marketing, retention, data, and engineering. Some of those hires were game-changers. Others… not so much. If I had to do it all over again, here’s exactly how I’d structure the hiring process: 1️⃣ Skip the job post. Actively recruit. Most job postings attract a flood of low-fit or low-intent candidates. Instead, I’d source 10–20 high-potential people via LinkedIn Sales Navigator. I’d look for rising talent 1 level below the role I’m hiring for, ideally from companies slightly larger or more operationally mature. Example: Hiring a Director of Retention? Search for Senior Managers of CRM, Retention, or Loyalty at another similarly sized business. I’d send them a short, genuine note like: "I’m currently running [business] and was really impressed by your background. I think someone like you could add a ton of value to our team. Open to a quick chat to explore possibilities?" This approach consistently surfaces better candidates, without the $30K+ recruiter fee. 2️⃣ Ask specific, resume-based questions. Generic interview questions rarely reveal much— there's no need to keep asking questions like "tell me your biggest strengths and weaknesses". Instead, deep dive on what’s listed on their resume: “You mentioned a 50% lift in revenue—how did you drive that? What role did others play? What were the actual tactics?” You’re looking for clarity, ownership, and nuance. 3️⃣ Pressure-test their expertise. Strong candidates know their domain, so ask them about industry trends or new tools. → Hiring a CRM marketer? Ask their thoughts on visitor identity tools. → Hiring an SEO lead? Ask how AI is impacting content strategies and rankings. → Hiring a paid social lead? Discuss leveraging AI for creative. Don’t just listen for the “right” answer—look for how they reason. 4️⃣ Spend time with them outside of the interview. A 30-minute Zoom tells you very little. I’d try to grab coffee, drinks, or dinner—ideally with other team members present. Small signals matter: → Are they gracious when you pick up the tab? → Are they respectful to service staff? → Are they decisive and thoughtful in casual conversation? These moments often reveal more than the interview ever could. 5️⃣ Give them a brief case exercise. Give them a live 30–60 minute case study related to the role. Make it clear you’re not looking for perfection—just real thinking and effort. The best candidates will go above and beyond. 6️⃣ Hire fractionally first If they’re open to it, bring them on for 5–10 hours/week over 2–4 weeks. You’ll both get to test: → Work quality → Communication → Culture fit → Initiative This was the single most effective predictor of long-term success. *** This isn’t the fastest process. But when I followed it, I made outstanding hires. When I didn’t, I often regretted it.