Ask HN: How do you detect hiring mismatches faster?

We just let someone go during their probation period. In hindsight, it feels like we did this too late. By the time we had enough data points to be confident in the decision, we had already invested a lot of time, money and productivity.

It seems like our feedback loops during probation aren’t tight enough, so clarity only arrives much later than is useful.

I’m curious how other companies approach this. Do you have processes that surface signals earlier in probation? How do you reduce the lag between hiring and realising whether there’s a mismatch?