Why do so many tech roles stay open for months—and why do so many “great hires” fail?

In this episode of Gaining the Technology Leadership Edge, Mike talks with Trish Pandia, Senior Manager of Talent Acquisition at Alluxio, about what’s really broken in tech hiring—and how leaders unknowingly create their own talent problems.

Trish explains why gut-based hiring is one of the most damaging habits in tech leadership, how it fuels bias, and why it leads to teams full of people who think the same way. She walks through a structured hiring approach that replaces instinct with evidence, clarity, and collaboration—without slowing things down.

The conversation covers the real cost of long-open roles, how unclear expectations sabotage interviews, and why hiring managers must stop treating recruiting as a solo decision. Trish also breaks down why diversity hiring isn’t about checking boxes—it’s about building stronger, more profitable companies by hiring people who think differently.

You’ll also hear why live whiteboarding beats take-home tests, how many interviews are too many, and what startup leaders must look for beyond technical skills—especially the ability to handle ambiguity, collaborate, and grow with change.

In this episode, you’ll learn:

Why gut hiring usually means biased hiring

How unclear roles destroy hiring outcomes

What structured hiring actually looks like

Why diversity drives better decisions and growth

How startups should assess soft skills and ambiguity tolerance