# Interviewing and Being Interviewed

## Interviewing candidates
### Principles
- Consistency: use a structured rubric and shared bar.
- Signal over style: focus on decision quality and clarity.
- Respect: every candidate deserves a clear, fair process.

### What I look for
- Problem framing and tradeoff awareness
- Evidence of ownership and learning speed
- Communication under ambiguity

### Common pitfalls
- Overweighting trivia or frameworks
- Confusing confidence with competence
- Ignoring collaboration signals

### Good loops
- Clear role expectations
- Real-world scenarios
- Multiple interviewers with different angles

## Being interviewed
### How I approach it
- Start with the problem and outcome
- Show tradeoffs, not just solutions
- Be explicit about what I owned

### What I try to demonstrate
- Strategic clarity
- Calm under pressure
- Systems thinking and execution discipline

### Red flags I avoid
- Vague answers
- Blame shifting
- Over-indexing on a single win

## Closing thoughts
A great interview process is a preview of how a team makes decisions. If the process is sloppy, the work usually is too.