While a scoring system in the hiring process can help eliminate bias and interpretation, it may also have potential drawbacks. For instance, it may not fully capture a candidate's potential or fit for a role as it relies on a predefined rubric. It may also discourage interviewers from using their intuition or personal judgement. Furthermore, a scoring system may not be flexible enough to adapt to different roles or job requirements. Lastly, it may lead to a mechanical and impersonal hiring process.
You’ve found a good product with strong market fit, so how do you scale from an early stage startup...
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