Leadership

Hiring and Technical Evaluation

I designed the hiring funnel: role-specific boards, async tests and a panel interview with written feedback.

Used on

2021–2026

Internal engineering hiring pipeline at Smarter.Codes, run as one thread per open position with async tests before live interviews.

Undated

Internal hiring funnel, competency ladder and appraisal cycle that bring engineers in and develop them, run mostly in Asana.

2026 · Engineering recruitment pipeline

Situation: Technical hiring for a research engineering role ran through me, a bottleneck and a single point of judgement.
Task: Build an interview panel that keeps the bar without depending on me.
Action: I proposed one lead and two shadows, shared candidate review beforehand, independent written feedback before discussion, and shadows who graduate into leads.
Result: The format became how the round runs, and the shadow-to-lead path grew the pool of interviewers.

2026 · Engineering recruitment pipeline

Situation: A research engineering candidate reached a working coding-round solution with AI assistance but could not explain why the Python worked.
Task: Score the round and write feedback that the candidate, recruiter and panel could all act on.
Action: I scored it low and wrote out the reasoning behind each mark, recommended not proceeding, said what to strengthen, and gave a reapplication window.
Result: The rejection was reviewable rather than a bare verdict, and the panel's differing views were visible to decision makers.