Interviewers

This guide is for internal interviewers.

Interviews are stressful, always treat candidates with kindness and respect.

Quicklinks

• Questions Bank 
• How to Evaluate Candidates 
• Job Description Templates 

Onboarding

To enhance our interview process, we encourage team members to become hiring managers by:

• Express your interest to HR.
• Shadow 2-3 interviews.
• Create a Google Appointments link  to allow candidates to schedule interviews with you.
• Make sure a default Google Hangouts link is set & share this link with HR.
• Set up an AI notetaker (recommended: fathom )
• Get shadowed for 1-2 interviews and get feedback.

Interview Process

Preparation:

• Review the candidate’s resume and previous interviewer notes.
• Prepare relevant questions.

Post-Interview:

• Submit detailed feedback in BambooHR (or use your notetaker).
• Give suggestions to the next interviewer on additional things to assess.
• Give a final recommendation:
  • ⭐⭐⭐⭐⭐ is a strong pass, they will change the trajectory of the company
  • ⭐⭐⭐⭐ is a pass, they will be a valuable addition to the team
  • ⭐⭐⭐ is a maybe, they have potential but you’d like another opinion
  • ⭐⭐ is a fail, they don’t meet the bar
  • ⭐ is a strong fail, 🚩🚩🚩🚩🚩

For Hiring Leads:

• Track candidate progress through the pipeline.
• Update candidate status as outlined below.
• Communicate with candidates and referrers on next steps.

Statuses

Following this process helps us quantify and improve our hiring process.

Evaluation

We do not use a scoring system for candidates. Instead, we prefer to encourage natural conversation.

However interviewers who like to use an evaluation template can consider the following:

Referrals

Historically, our acceptance rate has been less than 0.5% of all applications. For direct referrals, this rate is higher at ~10%.

You are eligible for a referral bonus, once referrals pass probation. This can be redeemed for a spa day, concert tickets, a new gadget, or a gift card.