Interview plan template
A 60 min interview plan with a time-boxed script, what each question is for, and the signals to score against. Key skills: Decomposing a conversion discrepancy between an ad platform and the warehouse without assuming either is broken, separating attribution from incrementality, specifying a holdout somebody will actually act on, and refusing to build a metric that cannot be wrong.
I'm [YOUR_NAME] and I own the data platform at [COMPANY_NAME]. Two things about the hour. I'm going to give you a disagreement between two systems and I want to be clear up front that I do not think either of them is broken — if you go looking for a bug you may find one, but that is not where I expect this to land. And in the second half I'll ask you to specify an experiment precisely enough that we could run it, which is a different skill from describing one, so expect me to push on the details until they are decidable. If at any point you need a number I have not given you, ask for it; I will either have it or tell you honestly that nobody here knows, and which of those two it is will be useful to you.
The opening discriminator, and it resolves on whether the candidate asks for definitions before proposing causes. There are at least eight ordinary reasons for this gap and none of them is a defect; a candidate who starts naming causes is guessing, and a candidate who starts asking what each system counts is doing the job.
The pivot, and the point at which every attribution model in the room is unable to answer the question being asked. Branded paid search is the canonical case where attribution and incrementality diverge, because the conversions are real, the credit is arguably correct, and the spend may still be buying clicks that were arriving free. A candidate who answers from the attribution data has missed the entire discipline.
Pre-registering the decision rule is the single strongest predictor available of whether this person produces analysis that gets acted on. An experiment whose success criteria are agreed after the result arrives is not an experiment, and this organisation has already demonstrated it negotiates numbers.
Connects this role to the rest of the loop and tests whether the candidate will build a metric they know to be bad because somebody senior asked. The correct answer is not refusal; it is building it with the properties that make it capable of being wrong, and saying which questions it cannot answer.
The first half finds out whether the candidate has ever said no to a number, which is the defining act of this function. The second half is where the real blockers surface, and at this band they decide offers more often than compensation does.
That's what I had. What I write up is your experiment design and the decision rule, and I'll be straight about what happens to it: I am going to take that design to the person who owns paid, and their reaction to a pre-registered decision rule is going to tell me something about my own organisation. I'll tell you what they say. Two things before you decide about us. Nobody has reconciled those numbers in eighteen months, which means the disagreement we spent the first section on is live and is the first thing you would own. And we have never run an incrementality test on anything, so if that interests you it is not a line in a job description here, it is genuinely unclaimed. [RECRUITER_NAME] will come back to you within [NUMBER] working days.