This CEO’s Controversial Interview Tactic Divided the Internet | Income Tips & Side Hustles

Key Takeaways

Gagan Biyani is the CEO of training platform Maven and cofounder of the online studying platform Udemy.
In new social media posts, Biyani disclosed that he shares “direct feedback” with job candidates while the interview happens.
He then assesses candidates in real-time — in the event that they freeze or get offended by the suggestions, he can inform that they aren’t a good match.

A CEO is taking a controversial method to hiring by giving candidates blunt, real-time suggestions during interviews. He then registers their response as a pass-fail signal for the position.

Gagan Biyani, CEO of training platform Maven and cofounder of the online studying platform Udemy, said in latest equivalent posts on X and LinkedIn that he now shares “direct feedback” with candidates during interviews, sometimes in entrance of a panel and other occasions in a one-on-one setting.

He called the suggestions part “the most telling part of a candidate’s interview” because if the candidate freezes up or will get offended, he can inform that they aren’t a good match. On the other hand, in the event that they lean in and discover the suggestions thrilling, their response boosts their probabilities of an offer.

Related: Here’s How Many Interviews an AI Bot Creator Got in One Month

“Anyone else do this? I’m wondering if I’m insane or brilliant,” Biyani wrote in the put up.

Started to present candidates direct suggestions during the interview course of. Often in public during our panel interviews or live at the end of my 1:1 with them.It is often the most telling half of a candidate’s interview tbh.If this is their nightmare, candidate freezes up or…— Gagan Biyani ? (@gaganbiyani) December 6, 2025

Biyani famous that he reserves suggestions for candidates he likes, largely for people with whom he’s prone to transfer ahead in the interview course of. Sometimes he provides suggestions to candidates he “really liked” however who weren’t the proper match for that place.

He needs to see if candidates can soak up comments and alter course on the spot.

“No matter what, we expect the candidate to take the feedback in real-time and change their answers from then on out,” Biyani wrote in the put up.

The interview method has garnered combined reactions on social media. One skilled on LinkedIn commented that Biyani’s method was “how you find resilient, adaptable team members.”

Related: Major Companies Are Bringing Back In-Person Job Interviews to Combat AI Cheating

Many others disagreed with Biyani’s tactic. The most-liked remark under his LinkedIn put up argued that real-time suggestions in interviews does probably not measure coachability, however quite which candidates are “willing to suppress their nervous system response to humiliation, stress and social threat in exchange for a job.”

Career coach Kyle Elliott told Fortune on Tuesday that Biyani’s method reads like an “insensitive science experiment,” emphasizing that the suggestions is one-sided, lacks earlier rapport and instantly impacts if somebody will get the job.

“If your company doesn’t care about psychological safety [and] likes to put people on the spot… I suppose you could run this test,” Elliott told the outlet.

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Key Takeaways

Gagan Biyani is the CEO of training platform Maven and cofounder of the online studying platform Udemy.
In new social media posts, Biyani disclosed that he shares “direct feedback” with job candidates while the interview happens.
He then assesses candidates in real-time — in the event that they freeze or get offended by the suggestions, he can inform that they aren’t a good match.

A CEO is taking a controversial method to hiring by giving candidates blunt, real-time suggestions during interviews. He then registers their response as a pass-fail signal for the position.

Gagan Biyani, CEO of training platform Maven and cofounder of the online studying platform Udemy, said in latest equivalent posts on X and LinkedIn that he now shares “direct feedback” with candidates during interviews, sometimes in entrance of a panel and other occasions in a one-on-one setting.

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