What “Vetted” Really Means: Best Practices from Our Screening Process

In recent weeks, we’ve been sharing vetted candidates with District to help build a vetted talent community of candidates who value ownership, high-agency thinking, and fast-moving teams. While our process is tailored to District’s specific hiring needs, these screening questions represent best practices that any startup or growing company can use to build a stronger team.

If you’re waiting for a “unicorn” engineer, you might end up with a “mythical” hiring pipeline and no team. Instead, we encourage you to engage with candidates who've passed a recruiter screen and schedule a founder call-- because founder calls take precious time, and you need to understand and contribute to the effectiveness of the recruiter screening process. Here are examples of what we ask in a Recruiter Screen:

1. Are They Serious About Startups or Just Window Shopping?

💬 What I Ask: “What are you looking for in your next role?”

🎯 Why It Matters: Ensures they align with your stage, values, and product area. Helps position your opportunity effectively in later conversations. A candidate who doesn’t know what they want is like a founder who says they’ll "figure out monetization later"—it rarely ends well.

2. Do Their Stories Match Their Resume?

💬 What I Ask: “Tell me about your current role.”

🎯 Why It Matters: Verifies hands-on skills and whether they’re actively learning. Filters out candidates with inflated LinkedIn profiles. A strong candidate should be able to explain their role to a layman—it’s a basic test of both expertise and communication.

3. Are They High-Agency and Ownership-Driven?

💬 What I Ask: “Tell me about a project you led. What trade-offs did you make?”

🎯 Why It Matters: Distinguishes doers from those who just follow instructions. Confirms business awareness and decision-making ability. If someone says they "never had to worry about trade-offs," they’ve likely never been accountable for real outcomes.

4. Can They Actually Take This Job?

📌 What I Check:

• Timeline: How soon are they looking to move?

• Location: Remote, hybrid, or in-office preferences?

• Visa Status: Any work authorization constraints?

• Compensation: Are their expectations aligned with the market?

🎯 Why It Matters: Saves time—no surprises later. Skipping these details is like starting a road trip without checking if you have gas.

Final Thought: Why This Process Works I’m not just sending “qualified” candidates—I’m sending the right ones based on skills, motivation, and execution ability. No mythical hiring pipeline—just high standards and structured vetting.

💡 Want the full question list? Let me know!"