High-volume hiring breaks teams because they try to do deep evaluation on everyone. That doesn't scale.
The solution is not "work harder." It's build a funnel.
Step 1: Decide the minimum bar
Create three lists:
- Must-haves
- Nice-to-haves
- Disqualifiers
Step 2: Ask a few signal questions
Use 5–7 questions that force clarity:
- "What's a project you owned end-to-end?"
- "What metric improved because of you?"
- "What tool/process do you use daily and why?"
Step 3: Shortlist based on evidence
You don't need perfection. You need strong signal.
Final takeaway
Volume doesn't destroy quality. Lack of structure does.
Book a demo to see Plato in action.
