The Core Philosophy: "ABC" (Always Be Closing)

In 2026, the power dynamic has shifted. Top talent, especially in GTM and Engineering, has options. They aren't just looking for a job; they are looking for a rocket ship.

Your interview process is your first product demo. If it’s slow, buggy, or uninspiring, they won't buy.

1. The Structure: The 45-Minute "Perfect" Interview

Don't wing it. Use this framework to maximize signal vs. noise.

• Min 0-5: The "Hook" (Selling the Vision)
• Mistake: Starting with "Tell me about yourself."
• The Fix: Start by pitching them. Spend 5 minutes explaining the company's mission, the funding status, and why this role is critical to the next milestone. Get them excited before you ask a single question.
• Min 5-30: The "Deep Dive" (Competency Assessment)
• Focus on Behavioral Questions (What did you do?), not Hypothetical Questions (What would you do?).
• The Golden Question: "Walk me through your last big win. What was your specific contribution vs. the team's contribution?" (Look for "I" vs. "We" balance).
• Min 30-40: The "Turn" (Candidate Q&A)
• This is where you judge their curiosity.
• Green Flag: They ask about burn rate, challenges, and a detailed product roadmap.
• Red Flag: They only ask about perks, hours, or generic questions they could have Googled.
• Min 40-45: The "Close" (Next Steps)
• Never end with "We'll let you know."
• End with clarity: "I’ve really enjoyed this. Our next step is a technical screen with [Name] on Thursday. Does that timeline work for you?"

2. Speed: The "24-Hour Rule."

Time kills all deals.

• Feedback Loop: If you like a candidate, you must provide feedback to Buckhead Recruiting within 24 hours.
• The "Sunday Test": If you aren't excited to call them on a Sunday to get them to join, don't hire them. If you are excited, don't wait 5 days to schedule the next round.
• Momentum: A process that drags over 3 weeks signals bureaucracy. A process that wraps in 10 days signals agility. Top builders love agility.

3. The "Pre-Close": Testing the Water

Don't wait for the offer letter to talk money.

In the final round, you must ask the "Pre-Closing" questions to avoid a rejection at the finish line:

1. "If we made you an offer today that matched your expectations, is there anything that would stop you from signing?"

2. "Where else are you interviewing, and how do we rank against them?"

3. "What is the one thing your current company could do to keep you?" (This identifies the counteroffer risk).

4. Red Flags vs. Yellow Flags

Know the difference.

• Red Flags (Stop Immediately):
• Talking negatively about past founders/bosses.
• Cannot explain the business model of their previous company.
• Treating the scheduler/admin poorly (we check this!).
• Yellow Flags (Dig Deeper):
• Short tenures (18 months) – In startups, this can be normal volatility, not necessarily flakiness.
• Nervousness – Some of the best engineers interview poorly but code brilliantly.

5. The Offer Call

Never send a PDF offer via email without a call.

1. Schedule a 10-minute "Good News" call.

2. Walk through the numbers verbally. Explain the equity value (Best case/Base case).

3. Send the letter immediately after hanging up.

Created by Buckhead Recruiting Company - Helping you hire the top 1%.