And the answer is 'We can try'. We can try to treat hiring as serious and responsible as we do development or fundraising. To take all the best practices and apply them to one of the weakest and most distressful parts of Startup life. Chameleon
gave a good example. They got the idea of recruiting sprints and wrote in detail about the experience of building a hiring process on the basis of a monthly scrum sprint. Here, we insist on a more efficient, more radical to be precise, approach — two-week sprints.
No miracles, just following the plan, quick decision-making, and evaluation of the result. This approach, of course, should not affect the quality of the hired specialist. Therefore, at first, as a result of a two-week sprint, you could end up with 0. Then, you need to review the vacancy, sources of attracting specialists, analyze the experience of this sprint, and launch the next one.
Fast iterative hiring is the most obvious, simple, logical solution that we offer from our experience of recruitment with the 6nomads team and helping other startups.