Description
Strengthens Medium's team by bringing in excellent staff members
Recruiting is one of the most important things that we do as an organisation. We need engineers to bring candidates into the pipeline, think about how we build a diverse team that covers our blindspots, evaluate candidates purely on the criteria that we deem important, and ensure that we only bring in new people that believe in our company values.
Milestone 1
(adds 1 mile to your journey)
Brings new candidates into the pipeline and understands how to evaluate candidates at Medium
| Examples | |
|---|---|
| Reviews existing network for hiring leads regularly | Completed interview calibration |
| Shadows interviews to gain familiarity with process | Set up casual sessions to practice asking questions |
| Reviews current job postings regularly | Referred appropriate individuals for open positions |
Milestone 2
(adds 3 miles to your journey)
Interviews regularly, helps the team make meaningful hiring decisions, and helps build a diverse pipeline
| Examples | |
|---|---|
| Uses interview rubric to provide clear, objective feedback on candidates | Added observable evidence for every rating |
| Interviews candidates with empathy and treats them all with equal respect | Started a monthly brunch for candidates to meet Medium employees |
| Researches approaches for sourcing candidates and diversifying hiring | Tested a new service for quality and diversity of candidates |
Milestone 3
(adds 6 miles to your journey)
Maintains and strengthens the integrity of the current process, and regularly brings in great candidates
| Examples | |
|---|---|
| Teaches new interviewers how to interview with empathy | Wrote new interview question which meets our question quality criteria |
| Models great interview technique and feedback when shadowed | Brought candidates into our pipeline proactively, with a high conversion rate |
| Reverse shadows trainees and helps calibrate their feedback | Proposed useful, tangible improvements to the interview process |
Milestone 4
(adds 12 miles to your journey)
Actively contributes to and leads hiring decisions, and goes to great lengths to source great candidates
| Examples | |
|---|---|
| Documents subtle cues in interviews that indicate values alignment | Planned engineering summit on interview process and training |
| Makes hiring decisions, resolving discrepancies between conflicting reports | Organized and lead Medium's presence at a recruitment fair |
| Top-grades candidates and teases out character traits | Started Code2040 internship program |
Milestone 5
(adds 20 miles to your journey)
Sets recruitment strategy, invests in long-term relationships for critical roles, and recruits at scale
| Examples | |
|---|---|
| Sets the tone, policy and goals around building a diverse, high-quality team | Talked with a senior candidate over many months to fill a critical role |
| Identifies and brings in promising acquisitions | Organized efforts around convincing acquired engineers to join and stay |
| Tracks industry activity, identifying opportunities for critical roles | Set goals, then tracked and reported metrics on team demographics over time |
Configuration Health
- ✅ Associated with 1 role
- ⚠️ Has been referenced in no observations
- ℹ️ No one has achieved a milestone on this ability
- ⛔️ Last updated: almost 5 years ago
- ℹ️ Never conversed about
Role & Position Requirements
- Strengthenersare recommended to be milestone 1+
Examples / Observations
An observation relating to Recruiting has not been publicly recognized yet.
Conversations about Recruiting
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