The hottest Interviewing Substack posts right now

And their main takeaways
Category
Top Technology Topics

How to write a great post-interview follow-up email

Austin's Analects • 0 implied HN points • 28 Jul 20
💼 Business Interviewing
  1. When sending a follow-up email after an interview, keep the formatting simple for effectiveness.
  2. Send the follow-up at 8:00 AM the day after the interview, except if it's on a Friday, then send it on Monday morning to be one of the first emails the interviewer sees.
  3. Include critical details in the follow-up email like a simple subject line, references to the job/company, and a personalized touch from the interview.

Android Interview Experience — Wolt

Better Engineers • 0 implied HN points • 19 Jul 24
🕹 Technology Interviewing
  1. The interview process at Wolt includes several steps, starting with a friendly conversation with a recruiter to discuss your background and motivation.
  2. Candidates complete a technical assignment to build an Android app, focusing on clean code and chosen architectures, which is then discussed in a follow-up interview.
  3. The final interview assesses cultural fit, exploring past experiences in teamwork and problem-solving, making it important to show good communication and collaboration skills.

Thoughts on Interviewing (and AI, Inevitably)

Logos • 0 implied HN points • 26 May 23
💼 Business Interviewing
  1. Knowing what to look for in a candidate is crucial. Companies with clear goals in mind can identify the right qualities that help them succeed.
  2. Using rubrics can improve the interview process. They help interviewers rate answers and reduce bias, which leads to better hiring decisions.
  3. It's okay for candidates to prepare and use tools like ChatGPT for interviews. If AI can help them showcase their skills, it should be welcomed in the hiring process.

Recruter des ingénieurs incroyablement doués

Squirrel Squadron Substack • 0 implied HN points • 24 Feb 26
💼 Business Interviewing
  1. You don’t need deep technical knowledge to find, evaluate, and hire great engineers — non-experts can run the process effectively.
  2. Using clear, repeatable methods like focused interviews and practical tests lets you reliably identify top technical talent even without domain mastery.
  3. Self-doubt leads many leaders to over-rely on external recruiters, but with the right guidance and resources you can build strong in-house hiring capability.