Hiring efficiency: How long does it take, measured from initial expression of interest through offer of employment signed, for a typical candidate cold inbounding to the company? What is the *theoretical minimum* for *any* candidate?
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What percentage of emails which an omnipotent, benevolent deity would route to a senior responsible engineer / lawyer / executive factually make it from tier 1 customer support to a senior responsible engineer / lawyer / executive?
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You might sensibly read these heuristics and think "Hmm, you seem to over-focus on speed. Aren't quality, price, etc also really important?" These questions don't *really* test for speed. They test for *repeatable competence at scale*, which is another thing entirely.
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Incidentally these make good questions to get informal reads on companies and/or fill the "So, any questions for me?" part of interviews, because they're much more specific than "Do you like working here?", less likely to elicit social desirability bias in answers, etc.
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