Crosby's CEO explains why he interviews candidates on Sundays

Ryan Daniels, the founder of Crosby, a unique blend of startup and legal services, has made waves by scheduling job interviews on Sundays. Initially expecting some resistance, he was pleasantly surprised to find that many candidates welcomed the idea. For many, a Sunday interview means they can avoid using a vacation day during a hiring process that increasingly demands candidates to demonstrate their skills before being offered a position. As employers adopt more rigorous 'work trials' that require candidates to showcase their abilities through actual projects, the challenge of balancing job applications with current employment has become more daunting. Daniels' solution? Invite candidates in on Sundays. He noted, "We've been pretty dogmatic about hiring the best people and questioning everything," which led to the decision to rethink traditional interview schedules. The feedback has been overwhelmingly positive, with candidates expressing relief at the opportunity to interview on a day when they can fully concentrate without the pressure of juggling their current job responsibilities. At Crosby, potential software engineers are not just assessed on their coding skills; they are integrated into live projects to demonstrate how they utilize coding tools in real-world scenarios. For business positions, candidates engage in panel interviews with Crosby's executive team, which is more feasible on Sundays when the executives have fewer meetings scheduled. Crosby is not alone in this innovative approach. Companies like Foxglove, known for its data and monitoring software for robotics, have implemented paid work trials to evaluate candidates in a practical setting. Ellis Neder, now Foxglove's head of design, shared his experience of flying to their San Francisco office for a work trial over a long weekend. Similarly, Harvey, a prominent player in legal technology valued at $11 billion, employs unconventional interview methods, such as assessing candidates based on their ability to collaborate on problem sets in Google Docs. The CEO, Winston Weinberg, highlighted the importance of distinguishing between candidates who excel in presentations versus those who can articulate their thoughts effectively in written formats. At Crosby, the audition process extends beyond formal interviews. Candidates are invited to join team members for lunch or dinner, allowing them to gauge the team's dynamics and determine if they fit into the company culture. Daniels believes this approach is crucial for securing top talent. "If people vibe with the team, we never lose them," he stated. "If they don't, it's a good lesson for all of us."