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My first piece of advice would be to not overthink it. There is a lot of common sense when it comes to hiring. Don't just pay attention to their answers in interviews, but pay attention to their personality and whether or not they would fit in the team. Call their references, but remember that there is only so much you can learn without actually working with the person. You will occasionally hire someone who doesn't work out, and that's OK. It happens.
Thanks for your advice, isn't calling references going to be weird though? Also my experience has been that people are open to confirm dates and role, but when it comes to a evaluation or reference, you get a brief answer that doesn't tell you much about the candidate.
Mentor
I’ve been on both sides—being hired and doing the hiring—and honestly, I don’t think there’s ever a way to eliminate the risk. But gut checks, solid referrals, and giving people smaller trial projects before the full leap have helped. I also try to remind myself: no one is perfect out the gate. A bit of messiness is normal.