Founders: how involved are you in decisions to interview or hire?

Can do magic ✨https://www.planett.xyz/ 
Personal thoughts here
Go to my twitter for my crypto takes

Sr. Legal Counsel with Valora, Inc. 


Casts are personal, not the views of Valora.  

(anecdotally, this matches my experience almost exactly: little or no interaction with the team you’re applying to work with and absolute opacity as to process.)

My question’s intents: 
- is this a feature or a bug? 
- is it a consequence of delegation and you would be more involved if you could? 
- is hiring a low priority such that you’re time
is not invested there?

Occam’s Razor indicates this is a feature and the rejected are not suitable for the jobs to which they applied….but I think there’s more friction in hiring than is perceived. Hence the question.

posts by @anett   and @bwilde  seem to indicate a separation between hiring and job (i.e. hiring authority is not part of (i) the community with which the job will engage or (ii) not part of the interview process at all.)

co-founder @learnweb3 / 64k on twt 🐦 / gm ☀️ 

This tracks, again, anecdotally. I’ve heard similar from other Founders.  If I may: did you have a dedicated hiring manager at this time? Or was it very early still in the company?

I spent 5-6 hours interviewing for like a month to find one of my best hires

they/them, candlemaker at 🕯️humankind🕯️, seemore.tv/humankind, hosting /samantha and /humankind

i hadn’t thought of this, viz. founders/leads aren’t clear on their goals. (i likely should have but didn’t correct for my sources including Founders on pods speaking eloquently of goals.)

I’ve been the first hiring manager 3x times - founders do not know what they want. Department leads don’t know what they want. 

I usually recommend 3 stages: me as screener, then technical (departmental heads) then founders. 

My goal is to reduce the time interviewing for all parties

I think this is largely a function of: scale + what *type* of founder + the role.

Cofounding CTO weighing in on salesperson? 250+ headcount company/jr-mid lvl role? Interns? Nah.

vs 

First 10 hires? C-lvls/Heads? Staff engs? If it doesn’t introduce friction, I think there’s value, generally speaking.