I've built and managed Engineering teams at companies large and small. Currently @ Pusher growing a team who build the world's best realtime web messaging platform.
The main thing is that you can't rely on the "star interviewer" who can interview everyone up to 10 people. And then you have to think about how to build an interview process that more people can participate in while keeping results comparative.
We also found that above 10 people you start to hire more specialists (or at least specialising generalists). So we had to tweak our interviews to work for these new roles (e.g. mobile experts).
Finally, an internal talent person is absolutely amazing above 10 people (props to Tom, our talent hero).
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How should the hiring process for technical positions change (if at all) as the overall team grows?
What are the key lessons to keep in mind as an engineering team grows from 1-5 to 10-50 from a hiring perspective?
The main thing is that you can't rely on the "star interviewer" who can interview everyone up to 10 people. And then you have to think about how to build an interview process that more people can participate in while keeping results comparative.
We also found that above 10 people you start to hire more specialists (or at least specialising generalists). So we had to tweak our interviews to work for these new roles (e.g. mobile experts).
Finally, an internal talent person is absolutely amazing above 10 people (props to Tom, our talent hero).