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Nathaniel Daudrich

🤝 A quick introduction

Welcome to the “Who” interview Coda for managers looking get a more profound insight in candidates. Special thanks to Seelk’s Co-founder and CTO Benjamin Pipat for introducing me to the concept. I decided to take what he’d already developed, add a bit of logic and a relation dimension.
The result is a simple doc that can be duplicated and used to keep track of various interviews comparing candidates with colleagues and other stakeholders.

🏗 How is this Coda structured?

Below are the building blocks of this doc. You can either click the button or use the individual tables to prepare and later build out your doc.

⁠
Positions
⁠
→
Add Position
⁠
⁠

The
position
⁠
is simple the role that you are interviewing candidates for. As you can gather from the structure of the document, you can build out as many
positions
⁠
as you like.

⁠
Themes
⁠
→
Add Themes
⁠
⁠

There will be several themes you may want to explore during an interview. In this doc themes are associated with
work experience
⁠
and the
answers
⁠
given by the candidate.

⁠
Candidates
⁠
→
Add Candidate
⁠
⁠

This table is simply the first name & last name of your candidate!

⁠
Questions
⁠
→
Add Question
⁠
⁠

This is the table in which you build the question you will be asking during the interview process. You can organise your questions by
theme
⁠
simply by selecting them from the “themes” column and or adding extra themes as you go along

⁠
Work Experiences
⁠
→
Add Work Experience
⁠
⁠

To this table you can simply add your candidates latest work or education experiences in order to give some context.

⁠
Answers
⁠
→
Add Answer
⁠
⁠

This section is the meat and bones of the document. To properly use the
Answers
⁠
table, create a row and select a specific question. This is precisely the question you’ll ask to the candidate and then fill in the “answer” column with their answer.

⁠
Strenghts
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→
Add Strength
⁠
⁠

Ideally you should use the
strengths
⁠
table after having interviewed the candidate and begun analysing their core strengths versus the inherent risk associated with their profile.

⁠
Risks
⁠
→
Add Risk
⁠
⁠

Risks in this case can also be considere “weaknesses”. As with the
strengths
⁠
table, the interviewer should add to the
Risks
⁠
table only after they have completed the interview and get a global idea of the candidates strengths and weaknesses.

⁠
1on1 Interviews Summary
⁠
→

This table is used in the
Dashboard
⁠
to give an overview of the interview, in particular the “Recommendation” column which is a thumbs up from 1 to 5 (5 meaning “hire immediately with a signing bonus 😂).
Want to print your doc?
This is not the way.
Try clicking the ⋯ next to your doc name or using a keyboard shortcut (
CtrlP
) instead.