I will be interviewing candidates for an accelerator programme (which I am currently part of myself). I see this as a perfect opportunity to learn recruitment for my own startup.<p>Interviews are at most 1h and usually shorter. We want to select only the <i>best</i> technical people (i.e. no business guys).<p>From your experience hiring, what are the best questions I should ask people in order to gauge their technical aptitude and general awesomeness? Is there anything non-obvious I should pay attention to?
> We want to select only the best technical people (i.e. no business guys).<p>Problem 1: Bias<p>Problem 2: "Guys" (no feminism here) should actually be "teams" (even if they're all 23, white, male)<p>> what are the best questions I should ask people in order to gauge their technical aptitude and general awesomeness?<p>Doing this won't get you anywhere. You are a business accelerator, not Amazon hiring a genius who writes assembly that can squeeze out an extra 2% on their servers.<p>You should be evaluating teams (most important), their execution (also important) and their idea (least important but very valid).<p>Personally, I don't think you should be doing the interviews on your own, or if everyone thinks like you, should probably get experienced entrepreneurs to do it instead. <i></i><p><i></i>Please note that I am not insulting you or any of your abilities. It just seems that you have an ingrained technical bias and you may recruit highly-talented tech people but most of their ideas are shit and your accelerator will bomb-out soon.