The Talgo Blog

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...

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...

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...

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...

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...

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...

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...

Sometimes when you're interviewing a candidate you may notice that the stories tend to drift in a particular direction and you may want to do something about it. Here are a couple of examples:

1. You are asking a candidate for their proudest accomplishments in their past roles and the first two...

Hiring the right person starts with defining the right role, yet most job descriptions (JDs) fail in their dual purpose: guiding the hiring team and attracting the right candidates. At Talgo, we've seen firsthand what causes JDs to fail, and we have some clear proposals on what to do about it.

...