Hiring
Most hiring debates overweight charm and underweight work samples. Argumont compares named options, including 'do not hire yet,' against criteria you can defend...
question
Which candidate, against criteria you wrote first?
A hire is a decision with a long tail: ramp time, team load, and the cost of being wrong. Scoring after you already like someone is not scoring.
Argumont is decision support. It does not replace employment law advice or your hiring process obligations.
What goes wrong
Criteria appear after the interviews. Culture fit becomes a synonym for familiarity. Urgency makes the second-best candidate look like a crisis if you wait.
Work-sample evidence beats vibe. If you did not collect it, say so in the record instead of inventing a score.
How Argumont treats it
Candidates are options. Criteria should be set before interviews close. Bias does not vanish, but an inspectable score makes it harder to hide.
Related pages
Compare candidates
Candidate comparison is distorted by charisma. Argumont holds work samples, references, and the option to wait on the same criteria.
Decision bias
Confirmation bias, sunk cost, authority bias, and recency show up in almost every material choice. Process is how you make them more expensive to indulge.
Founders
As a founder you are paid to decide under scarcity. You are also the person most in love with the current story. Argumont is the structured opposition that a co...
Questions
These pages answer a search the way an operator would: what the question hides, what evidence is needed, and how to run it in Argumont.
Compare candidates on criteria
Argumont challenges assumptions, researches evidence, compares competing approaches, and identifies the strongest decision.
Compare candidates on criteria