The Talgo Blog

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Minimizing False Negatives

Our guidance and training is aimed at helping you maximize your hiring accuracy. (And creating a great candidate experience so that those people who do receive an offer from you are excited to say yes.)

One way you do this is—the main way—is by minimizing false positives. Think of the...

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Time Management Mistakes

Your goal is to hire great people. That decision requires reliable data of which the interview process is a crucial component. You obviously want to gather as much relevant data per unit of time as you possibly can, subject to also ensuring that the candidate has a fantastic experience.

Given...

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A Fundamental Truth About Top Performers

Great leaders and investors know the unique power of hiring exceptional talent—the proverbial “best of the best.” A few outstanding hires, particularly in leadership roles, can change the destiny of a company. But how do you differentially attract these top 5% performers?

...

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Part 8: Asking About GRINDS

This is the latest in our series about how to unpack various types of stories in candidate interviews—see blog.talgo.io for other story archetypes!

For many human beings, effort itself is intrinsically rewarding. When you interview these people about their proud moments or accomplishments,...

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Two Powerful Techniques

Interviewing is a massive pain point for most high-growth companies. “What questions should we be asking? What information should we be seeking in our follow-ups? How do we improve time management, get past the candidate’s ‘spin’, interpret the data we’ve gathered,...

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Stop Asking Closed-Ended Questions

(And How To Ask Instead)


Closed-ended questions are ones that can be answered with a simple “yes” or “no.” Questions like: “Did you…?”, “Could you…?”, “Was there…?” etc.

In candidate interviews, closed-ended...

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Part 7: Asking About DECISIONS

Candidates–especially senior-level ones—frequently tell stories about tough decisions they had to make. This usually comes up when talking about a big accomplishment or achievement in their past, but it can come up in other contexts as well.

Imagine that you are interviewing a...

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In Interviews, Focus On The Data—Not The Metadata

“She was clearly very well-prepared for the interview. I was impressed.”

“He fumbled with some of his responses. I’m not sure he’s the strong communicator we need.”

“He talked about his sales metrics a lot. You can tell he’s driven and...

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Disrupt the Traditional Interview

The way most good-but-not-great interviewing is done is to ask the candidate for examples of very specific skills, behaviors or competencies from their past. Something like:

“What’s your best example of leading a cross-functional initiative where you had to really herd...

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