Hey @Krish , thanks for your question! We’ve recently checked out Chargebee 
As I’m interviewing, I usually care about 2 things.
- Getting to know the person and assessing a fit
- Presenting the challenges that we have to assess if there’s a fit.
I’m not sure about everyone else, but I’ve usually had about 90 mins of an interview where I spend about 30 minutes talking about the challenges that we are going through and trying to see how the person would respond. I kind of preferred to turn it into a discussion, so this document serves as a pre-read. This stage is really important, because we know that a person who would be a great fit at one organization doesn’t necessarily fit well somewhere else. I find that by going through this process, we reduce (not eliminate) the possibility of a wrong hire.
In the document, I go through:
- History and where are we going
- Current company make up, SWOT
- Team structure and the person’s responsibilities
- The unique challenges in this role and who would be an excellent fit
From what I was told, the right candidates that value transparency really appreciate this “odd” process. They automatically know what’s it like working together with me, my thought process and what I value and do not value. It takes me some time to craft a good “letter” but I have found this to be totally worth it!