Notes on hiring, security, and how we build Kit.
Combine independently completed work with a final conversation. Shared criteria, scheduling, and the limits of candidate verification.
Four questions before posting: the hiring need, expected outcomes, requirements, and decision ownership. Turn the answers into assessment stages.
How to combine a job-relevant assignment with a discussion of the solution, shared criteria, and candidate compensation.
Hiring across time zones breaks the synchronous interview loop. Here's the async-first process: fair stage SLAs, recorded interviews candidates don't hate, and distributed onboarding.
Most candidates never hear why they were rejected, and it costs you customers, referrals, and future hires. How to give feedback that builds your brand.
Pay transparency now covers 16 states plus D.C., and enforcers flag overly broad bands as bad faith. How to set a defensible salary range from market data.
Employer ghosting peaked in 2026: 72% of active candidates go 30+ days with no follow-up. Here's the data and how hiring SLAs close the loop.
How to hire security engineers without leaning on certifications: run a CTF-style practical challenge as a structured, rubric-scored hiring stage.
Time-to-hire is not one bottleneck. Learn the stage-by-stage conversion benchmarks, why review leaks first, and a 4-move plan to instrument your funnel.
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