Priya Venkataraman

Structured interviews and a shared rubric let founders hire consistently without a recruiting team.

Candidates with design system experience show the judgment needed for infrastructure-level UX work.

Design roles have fragmented into three different jobs hiding behind one title.

Interviews reward the exact skills that fool hiring managers about sales performance.

Specify what excellent work actually looks like before screening resumes, not after hiring fails.

Separating performance from culture fit prevents bias from hiding in vague hiring decisions.

Most teams waste hiring feedback by never using it to fix their actual hiring standard.