Interviewers
This guide is for internal interviewers. Thank you for taking the time to interview candidates and help us build the team.
Interviews are stressful, always treat candidates with kindness and respect.
Quick Links
Interview Process
We run hiring through Ashby. When candidates apply, they show up there with their resumes and profile forms, and you'll see the ones relevant to your interviews (visibility is role-based).
- Access: Log into Ashby via Google using your Menlo account.
- Missing candidates: If candidates aren't showing on your dashboard, message HR to be added manually.
Every candidate goes through four rounds:
- Round 1: Resume review by HR
- Round 2: Technical group interview
- Round 3: Interview with a Co-founder
- Round 4: Final interview with a Co-founder
Before the Interview
Open the interview briefing in Ashby, either from Ashby directly or from your calendar invite, and take a few minutes to review:
- the candidate's background
- the focus of your interview
- any interview instructions
- who else is on the panel
During the Interview
Run a good conversation while staying focused on what you're there to evaluate. A few reminders:
- keep it grounded in the role
- ask consistent questions where you can
- listen for evidence, not just impressions
- note specific examples, answers, and behaviors
When enabled, the Ashby AI Notetaker handles the recording, transcript, and summary (in the Recording tab) so you can stay present. It's an aid, not a replacement for your judgment, so still submit your own feedback.
Please don't use Otter.ai or other note-takers, so we stay GDPR-compliant and can delete a candidate's data on request.
After the Interview
Submit your scorecard in Ashby as soon as you can, on the Your Feedback tab.
Good feedback is specific, evidence-based, relevant to the role, and clear about both strengths and concerns. Avoid one-liners like "seems strong" or "not a fit" without context. In your write-up, include:
- general notes
- guidance for the next interviewer
- where the candidate struggled
- the strongest counterargument to your recommendation
What Good Interviewing Looks Like
We want our interviews to be rigorous, fair, and human. That means:
- showing up prepared
- giving every candidate a respectful, thoughtful experience
- staying focused on the skills and qualities the role actually needs
- sharing feedback promptly so the team can keep moving
Candidate Use of AI
We allow candidates to use AI in interviews. What we're looking for is the candidate directing the AI, not the other way around. See AI-Assisted Coding for more.
Evaluation
We don't have a strict, systematic scoring system. We encourage you to have a natural conversation and form a genuine read on the person.
However, interviewers who like to use an evaluation template can consider the following:
| Criteria | Description |
|---|---|
| Technical skills | Proficiency in relevant technical areas (e.g., AI, robotics, programming) |
| Fundamentals | Understanding of core concepts in the candidate’s field of expertise (e.g., statistics, mathematics, machine learning, physics) |
| Problem-solving ability | Ability to approach and solve complex problems |
| Communication skills | Clarity and effectiveness in communication |
| Cultural fit | Alignment with company culture and values |
| Overall impression | Holistic evaluation of the candidate’s suitability for the role applied |
Referrals
Historically, our acceptance rate has been less than 0.5% of all applications. For direct referrals, this rate is higher at ~10%.
You are eligible for a referral bonus once referrals pass probation. This can be redeemed for a spa day, concert tickets, a new gadget, or a gift card.