Is hiring broken—or just badly designed? I’ve been sitting with that question after a recent conversation that crystallized what I see across product organizations: AI-fueled application overload, sprawling interview loops, and fuzzy criteria that invite groupthink at exactly the wrong moments. If you’ve ever watched a promising candidate stall out late in the process, you’re not alone. Listen to this episode on: Spotify | Apple Podcasts.
Here’s the reality I’m observing in the market: Layoffs and hiring freezes have flooded the funnel, while AI tools make it trivial to submit hundreds of applications. Companies are overwhelmed, so they respond by adding more interviews and more stakeholders, hoping more touchpoints equal better signal. In practice, that complexity often dilutes accountability and increases noise—especially for product management leadership roles where clarity, not consensus theater, determines success.
I’ve seen too many offers derailed by “one last step.” A candidate clears every structured interview, then a casual lunch or unframed panel suddenly becomes the deciding factor. The team isn’t briefed on what to evaluate, one lukewarm comment lands, and group dynamics cascade into a no-hire. That’s not rigor—it’s randomness masked as prudence.
Groupthink ≠ good hiring decisions. When everyone has veto power, risk-averse no-decisions become the default. Focus-group-style interviews create bias, not signal, and “culture fit” often becomes a proxy for stereotyping or personal preference. As product leaders, we’d never ship a feature based on vibes; we shouldn’t make high-stakes hiring calls that way either.
There’s a better way—and it mirrors how we run great product discovery. Define who you’re hiring before writing the job description. Set clear success metrics for the role. Assign each interviewer specific criteria to evaluate. Treat hiring like product discovery: intentional, structured, and evidence-based. In my teams, that looks like tight scorecards, interviewer calibration, and a decision owner who synthesizes evidence—not a popularity contest where the loudest voice wins.
Chemistry checks still matter, but only when we define what collaboration actually means for the role. Introversion, debate style, or lunch-table small talk are not performance indicators. I look for behaviors we value in empowered product teams—clarity of thinking, healthy dissent, co-creation under constraints—often via a real working session with the future product trio. Diverse teams outperform homogenous ones, even if not everyone “vibes,” so I optimize for complementary strengths over sameness.
If you’re a candidate, remember: When a process feels broken, it’s often not about you. Ask how you’re being evaluated to gauge process maturity; a thoughtful team will happily walk you through their rubric and what great looks like. For structure and support, I’ve seen “Who: The A Method for Hiring” help leaders clarify requirements; “Never Search Alone” and joining a Job Search Council (JSC) can give you peer accountability and sharper narratives. For current openings, I regularly point PMs to Scott Baldwin’s PM job postings on LinkedIn.
My challenge to fellow product leaders: Audit your hiring process the way you’d audit your roadmap. Where are decisions getting stuck? Where are you over-indexing on consensus and under-indexing on evidence? Tighten the criteria, streamline stakeholders, and instrument the funnel so you can learn and improve. The payoff is faster, fairer, more confident decisions—and teams that reflect the rigor we expect in product strategy and stakeholder management.
What’s one change you can make this week—reworking the scorecard, calibrating interviewers, or replacing an unstructured lunch with a real collaboration exercise? Small improvements compound. Let’s build hiring systems that are worthy of the talent we’re trying to attract.
Inspired by this post on Product Talk.
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