The Talgo Blog

Let’s talk about the most dangerous kind of candidate you’ll ever meet.

Not dangerous because they’re toxic.
Not dangerous because they’re incompetent.
Dangerous because they’re… extremely impressive in the exact ways most interviews are terrible at measuring.

They are:

• Smart.

• Articulate

  ...

There is a major disconnect from the statement that many CEOs make (some variant of "Talent is everything") and the reality that we see on the ground. Here are some ideas of how you can make sure you're walking the talk when it comes to great hiring.

1. Lead by example. Set a personal example of sou
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What would my dream software look like for helping to scale world-class interviewing and hiring skills to a broad population of growing companies? Not only would it do the following things, it would do them as seamlessly as possible, leveraging the current state of what is possible with AI but still...

A significant part of our training is getting interviewers psychologically comfortable with asking about a candidate's past mistakes. And giving them the tools to navigate the predictable dodges and decoys that candidates will throw at them. (We give everyone one "free pass" — candidates have been c...

One piece of coaching advice I've noticed myself giving more and more: relax and allow a bit of your personality to show through.

There are many people I coach who they have great natural EQ and energy when talking with me "off screen" but as soon as we go into interview mode, something peculiar happ...

I’ve been engaging recently on LinkedIn and a lot of “experts” love to dunk on “tell me about your greatest weakness” as a particularly terrible question. Here is why they are wrong.

1. You need past data to predict future performance. Some of this data will be positive (accomplishments, strengths)
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I recently coached an interviewer who was almost exclusively focused on testing the candidate's strategic problem-solving ability. Here's an example from that session:

Interviewer: “What was your biggest accomplishment at Google?”
Candidate: “Well, I led the creation of this product from a prototype...

Decisiveness is an important trait for effective hiring. Without it, teams default to half-measures—vague job ads, wishy-washy interview questions, and “safe” middle-ground scores when discussing and evaluating candidates. By taking a firm stance at every step, you’ll not only attract the right cand...

Let's play a game. You're a Hiring Manager (HM) and you're trying to hire for a Head of Marketing. You and 3 of your teammates will conduct 4 interviews, each specializing in a different theme. You'll then bring your notes together and make a decision. 

Notice first that 75% of the data and "reads"...