[quantgenius]

> A good strategy would be to have them be a lead on a minor project that > requires technical chops and communication. Ensure there is a daily standup > and grind them on details and timelines. Get them some juniors as direct > reports to expose their lack of knowledge, then have meetings with these > junior devs about project performance.

Do not do this. You do not need a “strategy”. Just do it! Rip off the band-aid. Either tell them the truth or give no reason even if asked. Reverse the mistake asap and get moving on your company’s mission. You don’t need one second more of this. Nor does anyone else at your organization. Do it today! Do it dispassionately. Do it as nicely as possible. You are going to feel bad because you are a good empathetic human.

Some people will have a reaction. Some people will “have a reaction” to try to get more out of you. You are not responsible for either. You are responsible only for your own actions. Figure out what you should give them to be fair and add a little extra so you are sure it isn’t unfair.

Plan what you will say and do in advance and have someone you trust with you in the meeting. Stick to your plan. Even the best hiring processes succeed only 50% of the time (though this goes beyond just a bad hire). Firing, and firing quickly is just as important as hiring well.

Also remember that if an applicant tailors to a hiring process to this extent, that’s not just a failure of the process. It’s dishonesty. Even if the applicant were competent, you absolutely don’t want to entertain someone dishonest in your company.