Key Takeaways
- Gagan Biyani is the CEO of schooling platform Maven and cofounder of the web studying platform Udemy.
- In new social media posts, Biyani disclosed that he shares “direct suggestions” with job candidates whereas the interview happens.
- He then assesses candidates in real-time — in the event that they freeze or get offended by the suggestions, he can inform that they aren’t a great match.
A CEO is taking a controversial strategy to hiring by giving candidates blunt, real-time suggestions throughout interviews. He then registers their response as a pass-fail sign for the position.
Gagan Biyani, CEO of schooling platform Maven and cofounder of the web studying platform Udemy, stated in latest similar posts on X and LinkedIn that he now shares “direct suggestions” with candidates throughout interviews, generally in entrance of a panel and different occasions in a one-on-one setting.
He referred to as the suggestions part “probably the most telling a part of a candidate’s interview” as a result of if the candidate freezes up or will get offended, he can inform that they aren’t a good match. However, in the event that they lean in and discover the suggestions thrilling, their response boosts their possibilities of a suggestion.
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“Anybody else do that? I’m questioning if I’m insane or sensible,” Biyani wrote within the put up.
Began to provide candidates direct suggestions through the interview course of. Typically in public throughout our panel interviews or stay on the finish of my 1:1 with them.
It’s typically probably the most telling a part of a candidate’s interview tbh.
If that is their nightmare, candidate freezes up or…
— Gagan Biyani ? (@gaganbiyani) December 6, 2025
Biyani famous that he reserves suggestions for candidates he likes, largely for individuals with whom he’s prone to transfer ahead within the interview course of. Typically he provides suggestions to candidates he “actually appreciated” however who weren’t the best match for that place.
He desires to see if candidates can soak up feedback and alter course on the spot.
“It doesn’t matter what, we count on the candidate to take the suggestions in real-time and alter their solutions from then on out,” Biyani wrote within the put up.
The interview approach has garnered combined reactions on social media. One skilled on LinkedIn commented that Biyani’s strategy was “how you discover resilient, adaptable staff members.”
Associated: Main Corporations Are Bringing Again In-Particular person Job Interviews to Fight AI Dishonest
Many others disagreed with Biyani’s tactic. Probably the most-liked remark beneath his LinkedIn put up argued that real-time suggestions in interviews does not likely measure coachability, however relatively which candidates are “keen to suppress their nervous system response to humiliation, stress and social menace in alternate for a job.”
Profession coach Kyle Elliott advised Fortune on Tuesday that Biyani’s strategy reads like an “insensitive science experiment,” emphasizing that the suggestions is one-sided, lacks earlier rapport and immediately impacts if somebody will get the job.
“If your organization doesn’t care about psychological security [and] likes to place individuals on the spot… I suppose you can run this check,” Elliott advised the outlet.
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Key Takeaways
- Gagan Biyani is the CEO of schooling platform Maven and cofounder of the web studying platform Udemy.
- In new social media posts, Biyani disclosed that he shares “direct suggestions” with job candidates whereas the interview happens.
- He then assesses candidates in real-time — in the event that they freeze or get offended by the suggestions, he can inform that they aren’t a great match.
A CEO is taking a controversial strategy to hiring by giving candidates blunt, real-time suggestions throughout interviews. He then registers their response as a pass-fail sign for the position.
Gagan Biyani, CEO of schooling platform Maven and cofounder of the web studying platform Udemy, stated in latest similar posts on X and LinkedIn that he now shares “direct suggestions” with candidates throughout interviews, generally in entrance of a panel and different occasions in a one-on-one setting.
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