Beyond the Code #2: The Unspoken Truths About Hiring Processes Length That No One Tells You...Shhh.
Raphael Neves
Helping software engineers deliver value beyond the code | Career & Leadership Coach | Beyond the Code Newsletter & Podcast | CTO | VP of Engineering
When you start a hiring process, you assume it’s about proving your skills and getting the job, right? Not quite.
The length and structure of the process tell you a lot more than you think about the company, their priorities, and the risks you’re taking by accepting an offer.
Some hiring processes are lightning-fast—two or three steps, and boom—you’ve got an offer. Others drag on for weeks, with six or seven rounds of interviews before you get a decision.
And neither is inherently good or bad, but each comes with hidden risks and rewards.
Let’s break it down. 👇🏻
The Fast Track: When Hiring Moves at Warp Speed
A short hiring process is exciting. You apply, interview, and get an offer in a matter of days. No endless waiting, no constant follow-ups.
But before you celebrate, let’s talk about the iceberg effect: the benefits are just the tip—you need to look at what’s underneath.
What a Short Process Means for You
1. You Can Get Hired Quickly (Which is Great… Until It’s Not)
Companies with short hiring processes are in a rush. Maybe they just got approval to hire and don’t want to lose the budget. Maybe they’re backfilling a role because someone quit unexpectedly.
Either way, they’re not spending much time evaluating candidates.
Sounds good, right? But it also means they’re not validating you properly.
They’re not testing if you’re the right fit, and that’s a two-way street: they also might not be the right fit for you.
2. You Need to Prove Your Worth Fast
Companies that hire quickly expect you to deliver value immediately.
Forget long onboarding periods or months of ramp-up time. You’ll probably be measured within your first 30 to 60 days. If you don’t meet expectations, they won’t hesitate to move on.
Translation: fast hiring often means fast firing.
3. The Company Might Have Structural Issues
Hiring quickly usually means one (or more) of these things:
If they’re not taking time to evaluate candidates properly, they might not take the time to support employees properly either.
4. You’re a Transaction, Not a Partner
When companies treat hiring like a numbers game, they see people as interchangeable.
You’re valuable as long as you help them hit their short-term goals. When those goals change? You might be out.
Does this mean you should never take a job with a short hiring process? Not necessarily.
But you should go in with your eyes open. If you thrive in fast-paced, high-stakes environments, it might be the perfect fit. Just be prepared to hit the ground running.
The Long Haul: When Hiring Feels Like a Marathon
On the other end of the spectrum, we have the never-ending hiring process. You apply, have an interview. Wait. Another interview. Wait. A third. Wait. Suddenly, it’s been two months, and you’re still in limbo.
Annoying? Yes. But also revealing.
What a Long Process Means for You
1. The Company is Invested in Hiring the Right People
A long process signals one thing: they’re not in a rush.
That’s a good sign. It means they’re prioritizing quality over speed, and they want to make sure they’re bringing in the right talent. It also means they’re more likely to invest in you once you’re in.
Companies that take time to hire usually take time to develop their employees, offer structured onboarding, and provide long-term growth opportunities.
2. You’ll Be Tested on Multiple Fronts
Expect to meet with multiple stakeholders: hiring managers, engineers, cross-functional partners, even the CTO or CEO.
You’ll be tested on technical skills, culture fit, collaboration, and long-term potential.
Yes, it’s exhausting. But it’s also a sign that they see you as a long-term partner, not just a quick fix.
3. You Have More Room to Grow
A longer hiring process often means that the company sees talent development as a priority. They’re not just hiring for what you can do now—they’re investing in what you can become.
And once you’re in, you’re more likely to receive structured mentorship, career development opportunities, and support to help you climb the ladder.
These companies usually have internal mobility programs, leadership development tracks, and regular performance reviews that focus not just on immediate output but on your overall career progression.
This means that while you might struggle with the drawn-out hiring process, it could be a small price to pay for long-term career stability and growth.
4. The Pay is Usually Better
Companies that run longer, more rigorous hiring processes tend to pay more. They know they’re competing for top talent, and they’re willing to invest in the right people.
But don't get fooled. Validate your needs (all of them) early in the process to avoid undesired surprises.
What Should You Watch Out For?
Regardless of the length, there’s one major red flag: when the company doesn’t know what their own process is.
If you ask about the hiring process and get vague answers like, “We’re still figuring out the steps” or “It depends”, that’s a warning sign. It likely means they don’t have a clear hiring strategy—or worse, they don’t actually know why they’re hiring in the first place.
A well-structured company knows its hiring process inside and out. If they don’t, it’s worth questioning whether they have a clear vision for the role you’re applying for.
Last Thoughts
I need you to understand that hiring isn’t just about passing interviews and signing a contract. But it’s all about understanding the company behind the process, and how it connects with your needs and desires.
Either way, the key is to go in knowing what you’re signing up for. Because the last thing you want is to land a job and realize too late that you walked into something you weren’t prepared for.
Choose wisely.
— Raphael