the question of whether having up to twenty-five interviews per candidate was actually helpful or not. He found that four interviews were enough to predict whether or not we should hire someone with 86 percent confidence. Every additional interviewer after the fourth added only 1 percent more predictive power. It simply wasn’t worth the extra time for Google or the suffering for the candidate, so we implemented a “Rule of Four,” limiting the number of interviews a candidate could have on-site (though we allowed exceptions in certain cases). That change alone shaved our median time to hire to
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very interesting stat
