Is the bar raiser the only one that counts? I heard they can veto everyone including the hiring manager? Why even have multiple interview rounds if it's essentially decided by one person? Please correct me where I'm wrong. I'm trying to understand how the decision to offer or decline is made behind the curtain.
The bar raiser is basically there to bring consensus to the loop. A loop that ends with the bar raiser vetoing is the bar raiser failing to do their job. Candidate can also be hired for another team, but itâs really only if the loop agrees they arenât a fit for the team (down leveled and no head count at that level for the team, skills focus on service development and the team does mobile, etc...). In that case you try to find the right fit for candidate. If manager doesnât want to hire, even though rest of loop does, bar raiser isnât doing their job. Bring the entire loop to consensus on correct hiring decision.
Can you explain why a bar raiser vetoing isn't doing his/her job? I don't understand that
Because the bar raiser should be building consensus, making a veto unnecessary.
Bar Raiser is more like a mediator who facilitates the discussion. They also are usually the most experienced interviewer and attempt to enforce company standard interview process. There's no veto but generally people will defer to bar raiser's experience in case of uncertainty.
The BRs job is to drive the right hiring decision and enforce company wide standards to ensure candidates are raising the bar based on extensive training and interview history. Not just driving concensus and mediating like suggested. Much of whatâs said in this thread is accurate in terms of how that plays out, but itâs more common than you all are suggesting for the bar raiser to use their veto power on a mostly inclined loop - especially for more junior HMs and less experienced interviewers.
This confirms it. Bar Raiser is essentially the only voice that matters.
If you want to boil it down, then itâs the BR and HM as well, because you canât get an offer without both of them inclined. The other interviews may help sway them with feedback and data points.
The rest of the loop is there to provide perspective and points of view.
To one person who decides whether or not to offer
Did you get an offer?
Basically the hiring manager and the bar raiser both need to agree to hire. It is technically possible for a hire to go through if only the two of them are inclined to hire, but they do need to justify hiring the candidate with data during the debrief, and it would be hard if everyone else is not inclined.
So it truly does 100% hinge on the bar raiser? It's his/her way or the highway?
No, if the hiring manager doesn't want to hire the candidate, the bar raiser can't force them to.