Weekday

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Next to each interview round, write the one thing you'll know after it that you didn't know before. If two rounds have the same answer, merge them. Candidates can tell when they're proving the same thing twice, and a shorter loop gets you to a decision sooner.

Weekday is on a billboard in Times Square! Started as a Covid lockdown side project. Since then, thousands of people have found jobs through Weekday and 1,000+ companies have used it to hire. To everyone who hired with us or found a job through us, this one's yours too.

Score your hiring process. One point each: salary band in the post scorecard before round one everyone hears back in a week feedback for rejected finalists offer within two days 0-2 leaky. 3-4 solid. 5 rare. Your score?

Decline an offer the way you would want to be rejected. Quickly, honestly and with thanks. A short call or a clear email, not silence. Recruiters move companies. The one you decline today may have your next job.

Before the first call, candidates read your careers page. Most are years out of date: old photos, people who left, roles already filled. One hour a month. Remove what is stale. Add one real story about the work.

Two offers, similar money. They pick one within a day. The reason is rarely the number. What actually wins a candidate?

Requirements: 5 years of experience in a tool that launched 3 years ago. Read your job post out loud before it goes live. If a line would make you laugh, it is making a good candidate leave.

The offer is signed and everyone moves on. The new hire spends week one waiting for a laptop. Before day one: every tool ready, one owner for questions, one real piece of work due in two weeks. A hire lost in month two costs the whole search.

Every number on your resume will get a question. Reduced costs by 40%. From what to what? Over what period? What did you do, and what did the team do? If you cannot explain it in two sentences, rewrite it until you can.

Every team says hiring is slow. Very few agree on why. It is usually not the market. It is one step inside the process that nobody owns. Vote, and tell us which step you fixed and how.

Every team says hiring is slow. Very few agree on why. It is usually not the market. It is one step inside the process that nobody owns. Vote, and tell us which step you fixed and how.

Most reference calls confirm what you already decided. Dates, title, a polite "great to work with". Ask one question instead: would you hire them again, and for what kind of role? Ten minutes. One question. Ask it before the offer, not after.

Ask how the team decides when it cannot agree. Every team has a real answer: the loudest person, the founder, a written doc, a vote, or nothing gets decided at all. You are really asking how work moves here. The answer that comes quickly is usually the true one.

Send the follow-up the next day, and make it worth opening. Not thank you for your time. One line on something specific from the conversation, and one thing you thought about afterwards. It takes four minutes and almost nobody does it.

Strong candidates rarely withdraw. They just get slower to reply, and by the time you notice, they have accepted something else. It is usually the same stage every time, and most teams have never checked which one. Pick yours, and say what you did about it.

Take-homes hide their dropouts: people who opened it, sized the hours, and went quiet. They skew employed. Your best candidates. Check: Sent vs returned Real hours vs briefed Passers later rejected for what the test showed It measures free time, not skill. What's yours?

Most bad hires start as a job description nobody could sum up. If two people on the panel describe the role differently, no amount of process fixes it. Before the role opens, write one sentence: what this person owns, and what is different in six months if they do it well.

A scorecard that lives in one person's notebook is a preference, not a process. Ask two interviewers on the same panel to send you the criteria they're scoring against, separately. If the lists differ, you don't have a scorecard.