What’s happening in the hiring market
Layoffs and hiring freezes are making the job market especially toughCompanies are overwhelmed by hundreds of applications, often amplified by AI toolsHiring funnels are getting longer, with more interviews and more stakeholders involvedWhen “one last step” kills the offer
Candidates pass every formal interview—only to be rejected after a casual team lunchTeams often aren’t briefed on what they’re supposed to evaluateGroupthink kicks in when one negative comment cascades into a no-hire decisionGroupthink ≠ good hiring decisions
Letting everyone veto a candidate almost guarantees no one gets hiredFocus-group-style interviews create bias, not signal“Culture fit” often masks stereotypes and personal preferencesA better way to design hiring
Define who you’re hiring before writing the job descriptionSet clear success metrics for the roleAssign each interviewer specific criteria to evaluateTreat hiring like product discovery: intentional, structured, and evidence-basedChemistry checks done right
It’s okay to assess collaboration—but only if you define what that actually meansIntroversion, debate style, or lunch-table behavior are not performance indicatorsDiverse teams outperform homogenous ones—even if not everyone “vibes”If a process feels broken, it’s often not about you
You can ask how you’re being evaluated to gauge process maturity
Many companies simply haven’t figured hiring out yet
Follow Teresa Torres: https://ProductTalk.org Follow Petra Wille: https://Petra-Wille.comMentioned in this episode:
Who: The A Method for HiringNever Search AloneJoin a Job Search Council (JSC)Scott Baldwin’s PM job postings on LinkedIn