One rigor bar across every function, not just engineering
Most companies obsess over technical hiring quality and wing everything else. That gap shows up in turnover.
July 9, 2026 · 4 min read
Ask a VP of Engineering how their team assesses candidates, and you'll typically hear a detailed, opinionated answer — system design rounds, take-homes, pairing sessions, calibrated rubrics. Ask the same question about the sales or operations org, and the answer gets vague fast.
The hidden cost of the gap
Non-technical roles usually make up the majority of headcount, and they usually get the least assessment rigor. That imbalance shows up later — in 90-day attrition, in inconsistent quality bars between departments, and in hiring managers who can't explain why one candidate was chosen over another.
Why 'one bar' is harder than it sounds
A finance analyst and a support rep don't need the same test. But they can be measured on the same underlying model — cognitive reasoning, role-specific knowledge, and behavioral fit — scored with the same rigor and the same transparency as your technical pipeline.
Where to start
Pick the function with the highest volume or the highest turnover cost, and give it the same assessment discipline your engineering team already has. The gap closes faster than most leaders expect, and the turnover data usually moves within two quarters.
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