Solène Marchand

Your team's private definitions of excellence will surface once you score the same candidate.

Contract-to-hire lets you test UX judgment before committing full salary to an undefined standard.

Hiring managers favor familiar credentials over portfolios, even when policies say otherwise.

Hiring teams need to measure collaboration ability, not listen to rehearsed stories about it.

Critique culture reveals how candidates actually work under pressure and feedback.

Specialized skills and market geography now determine which candidates a salary actually attracts.

Big-company training misfires when startups demand constant adaptation with no safety net.

Build rubrics on what candidates actually did, not where they worked.

Founders hire by unstated standards that live only in their heads, producing mismatched teams.