Hiring (without bias) and Onboarding Remotely

Circle Description

Little bit about me (https://www.linkedin.com/in/shridharanmuthu/) I'm leading the engineering team at Snackpass as a Senior Engineering Manager. We are on a mission to help restaurants transition to digital and contactless to thrive in post COVID world. We are hiring! Before that, I worked at Zoosk where I climbed the ladder from being an IC to a VP. In that role at Zoosk, I empowered my teams (API/Services, Search and Payments) to work autonomously, even across 4 different time zones (SF, Romania, Malaysia & Berlin). I am a proud engineering leader, endurance runner, amateur tennis player, a motorcyclist and a parent. Looking forward to meeting you all! For this Circle, we will be focusing on 1. What do you look for in a candidate? 2. How do you take bias out of interviewing? 3. Do you often hear "maybe" from interviewees? 4. How can you level candidates? 5. Do you use the same Hiring Rubric for different levels (Jr, Sr, Interns, Contractors)? Little bit on onboarding You cannot spend a lot of time in hiring and not onboarding. Some of the questions I often hear 1. Our onboarding takes a few days (setting up dev env and testing) but that is ok. 2. What is a successful onboarding? 3. Can you measure it?