Hala Taha

So it's really, really good guidance, even for teams.

in terms of their decision-making.

As I build my company, something that seems to be one of the hardest things to do is just to get the right talent.

It's kind of like you go through the interview process and sometimes you feel like somebody's gonna be so great and then they're terrible.

As I build my company, something that seems to be one of the hardest things to do is just to get the right talent.

And the opposite can happen.

Somebody has like a mediocre interview, but then they end up being like a great, great hire.

It's kind of like you go through the interview process, and sometimes you feel like somebody's going to be so great.

So are there any interview questions that you like to ask or frameworks that you have for new hires to make sure that we're not wasting time in terms of this hiring and we're hiring the best people possible for our teams?

And then they're terrible.

And the opposite can happen.

Somebody has like a mediocre interview, but then they end up being like a great, great hire.

So are there any interview questions that you like to ask or frameworks that you have for new hires to make sure that we're not wasting time in terms of this hiring and we're hiring the best people possible for our teams?

I know.

It's like basically sometimes two or three employees and one person in terms of their output if you get a really great talent in the door.

Are there any like red flags where if somebody does this in the interview process, that's it, no more interviews?

I know.

It's like basically sometimes two or three employees and one person in terms of their output if you get a really great talent in the door.

Are there any like red flags where if somebody does this in the interview process, that's it, no more interviews?

They want to show, oh, eventually you're going to- It's like this perfect plan that's just going to happen.