Harvey CEO explains why he interviews candidates in Google Docs: 'There are folks that are really good at talking'

The landscape of job interviews is evolving rapidly, shifting from traditional face-to-face meetings to digital platforms. In a notable example, Winston Weinberg, co-founder and CEO of the AI legal tech startup Harvey, has adopted an innovative approach by conducting interviews through Google Docs. This method serves as a safeguard against potential cheating and allows for a more authentic evaluation of candidates' abilities. Weinberg shared insights on the 'Access' podcast, explaining how this shared document format facilitates quick writing exercises and collaborative projects. He noted that while some candidates excel in verbal presentations, they often struggle when faced with direct writing tasks. "Going back-and-forth on a problem set in Google Docs is a very good indicator of how well we’d work together," he stated. Founded in 2022, Harvey has made significant strides in the legal tech industry, raising over $500 million and achieving a valuation of $5 billion. The platform is utilized by lawyers at eight of the ten highest-grossing law firms in the United States. The company has expanded rapidly, employing around 350 individuals, many of whom have successfully navigated the unique Google Docs interview process. Weinberg emphasized the effectiveness of this technique in distinguishing between skilled interviewers and competent operators. He remarked, "Talent density" has become a crucial focus in the tech sector, prompting leaders to streamline their teams. To adapt to the changing hiring landscape, companies are increasingly exploring unconventional interview strategies. For instance, Stripe has shifted away from traditional whiteboard interviews in favor of computer-based assessments and has even open-sourced interview questions from its team. The emergence of AI-driven cheating tools has further complicated the interview process, leading some firms to revert to in-person interviews to ensure candidates are genuine in their responses. On the podcast, Weinberg pointed out that one significant hiring challenge for non-engineering positions is identifying individuals who are articulate yet lack practical skills. He suggested that beginning the interview process asynchronously may reflect the actual workflow at Harvey, stating, "With the reports that I work best with, it’s async. Otherwise, we’re going to have 17 strategy meetings to do anything."