When creating a rubric for candidate scoring, several factors should be considered. Firstly, the rubric should be based on the specific requirements and standards of the company. Secondly, it should be concrete and measurable, allowing for a clear assessment of whether a candidate meets the standards. Thirdly, it should be designed to eliminate bias and interpretation, ensuring that all interviewers assess candidates in the same way. Lastly, it should provide a clear and accurate picture of each candidate's suitability for the role.
You’ve found a good product with strong market fit, so how do you scale from an early stage startup...
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