In this episode, Dave and Jamison answer these questions:Questions I’m a developer responsible for hiring other developers for my company. I’m comfortable interviewing and I feel like I can get a good grasp on whether the interviewee is technically competent. My boss wants us to give a take-home technical test to people after the first interview if we’re happy with how they interviewed and want to proceed further. The current technical test is time-boxed and is designed to represent the work they would do at our company. I worry that we ask for too many requirements within the current time constraint of 2 hours, but asking for more time will put people off completely. What can we do to make sure the technical test is fair and a good experience for candidates? Hello Dave and Jamison, I am a team lead at a rapidly expanding company. We have been trying to fill open head counts (>4) for over a year now, and our team is also handed some very important and promising projects, and because of that, even more open reqs for our team. Recently in our I was surprised by that and offered to help. I had read some materials from the recruiting team, got the tools set up and ready to cold email people I found on LinkedIn. My question is, how do I approach them in an authentic manner? I am proud of my company and our products, but how do I reach out to them without letting them know my primary motivation is get more team members to do the work so I can get more sleep? On the other side of the table, I feel those recruiting emails are cold and a waste of my time. So looking at the funnel I built, I don’t know if I can bring myself to start spamming others’ inbox.