Bringing new folks into our tribe is one of the most important activities any of us will do. We ensure a good candidate experience, a great interviewer experience, and ultimately a talent/opportunity fit we are excited about.
Expectations / Description
Success:
- Facilitating the hiring process such that candidates have a pleasant experience (as measured by things like Glassdoor reviews).
- Making decisions on who we will make offers to, such that the talent/opportunity fit is high.
- Meaning the fit is great for them and the direction they are wanting to take their career, and Lessonly and the direction we are wanting to take the squad/discipline/department/company.
Handbook:
- You are responsible for getting the job posted
- Drafting the job description and working with Talent to have it posted on lessonly.com/hiring and appropriate job boards
- You are responsible for the interview structure
- Identifying the interview team
- Setting the interview structure
- You are responsible for managing candidates in the workflow and communication
- Making the decision on which candidates will progress to which states
- One specific communication requirement is that within the Clubhouse card representing a position you are hiring for, you are required to post a weekly update similar to the following:
- Applications actively being reviewed: All-time: ## | In-Progress: ##
- Theresa Interview: All-time: ## | In-Progress: ##
- Woven Work Simulation: All-time: ## | In-Progress: ##
- Hiring Manager Interview: All-time: ## | In-Progress: ##
- Final Interview: All-time: ## | In-Progress: ##
- Offers Sent: All-time: ## | In-Progress: ##
- Making the final hire recommendation (making the offer by working with the P&E Talent representative as well as the {budget/comp manager} if you are not taking on that role).
Requirements
- Hiring Manager's must have a position with the reach of 3.1 or higher
- Hiring Manager's must be milestone 3+,Mentorship
- Hiring Manager's are recommended to be milestone 1+,Community
Configuration Health
- ✅ Has 2 Abilities
- ✅ Is a part of 11 Positions
- ✅ Has been referenced in 3 pieces of public recognition
- ℹ️ No one has reacted to this Assignment
- ℹ️ Fewer than five people (1) have an official rating on this Assignment. To ensure anonymity, analysis will only appear after at least five people have ratings.
- ⛔️ Last updated: about 5 years ago
- ℹ️ Never conversed about
Examples / Observations
Observation created about 5 years agoI'll post the original message at the bottom (can't link because it was a DM).
This is how it should be done!!! What is it? Setting up interviewers for success. A few specifics:
- Brea had to turn around a hiring gameplan in hours because of a non-usual situation with a specific candidate... and did so!
- Brea gave clear background and context to what is happening in the interview
- In an effort to ensure the interview is as smooth as possible, she assigned each person with a specific value, skill, behavior, or knowledge she wanted them to check for.
- Finally, she was aware enough to realize that since folks probably weren't used to our new ATS, that she should give a bit of guidance/training on that as well.
Overall an excellent way to set up an interview for success. An excellent show of adaptability given the time frame this was all put together under.
The time crunch isn't something we will get used, to but damn does it feel good to know we can rely on each other to step up when needed to kick it into a higher gear temporarily.
Well done!
Good morning and Happy Thursday! We have an engineering candidate, [redacted], joining us Friday. :tada: He’s interviewing for a Senior Software Engineer position (his focus will be on SRE and data needs to start and eventually help us grow a data team). [redacted] has interviewed with Lessonly previously about a year ago and was offered a position the timing didn’t work out. Here’s some more info about him:
Jobvite Summary: [redacted link]
Woven Results: [redacted link]
LinkedIn: [redacted link]
Here’s an overview of Friday’s schedule:
09:30 AM to 10:00 AM, Conversation with: Brea
10:00 AM to 10:45 AM, Technical/Culture Interview with: Tyler, Kristina, and Makenzie
10:45 AM to 11:00 AM, Break
11:00 AM – 11:45 AM, Culture Interview with: Kim, Ashley, and John
11:45 AM to 12:00 PM, Break
12:00 PM to 12:30 PM, Hiring Manager interview with: Brea, Andrew, and Theresa
Let’s take the following parts of the scorecard as our focus areas for interview questions. Feel free to ask questions that don’t focus directly on these areas after you’ve covered these areas - also feel free to swap with someone if you want. Let me know if you have any questions!
@kim
- Business and technical translation
- Prioritization @Ashley
- They work to meet deadlines, and if they can’t, they proactively communicate progress and make a plan
- We have difficult conversations @John
- They have strong opinions weakly held (No brilliant jerks)
- They are willing to give and receive both critical and appreciative feedback @tyler
- Troubleshooting/debugging
- Technical Investigation
- Prioritization @Kristina
- Collaborative
- Mentorship
- Comfortable with change
- Empathy @Makenzie Bontrager
- They recognize when to ask for help and when to utilize their resources effectively
- Self-awareness
- Initiative A few notes on Jobvite since it’s a newer tool not widely used: Please login ahead of time by selecting the first link in the calendar invite and make sure you can see the Evaluation Form. If you have issues logging in, let’s chat. All fields on the evaluation form are required to submit it, so please select NA for those you don’t have a strong opinion on. I’ll be putting a quick debrief meeting on the calendar here shortly, and please let me know if you can’t make it Friday so we can find a replacement. Thanks! Brea
Observation created over 6 years agoHiring is hard.
It is time-consuming, it is nerve-wracking, and it is easy to get overwhelmed with the work of shepherding candidates through the process.
However, it is the single most important thing we can do to continue our journey to be the greatest product team so that we can help fuel the greatest organization which is here to push forward one of the greatest missions of our time :-) (couldn't help myself :-) )
When someone comes in and finds a way to improve any part of it, I'm thrilled.
In this case, Rick posted an update from the week of what was done, and where his head is at.
https://app.clubhouse.io/lessonly/story/29768/hire-product-quality-engineer#activity-30491
That is HUGE... and here's why... clarity and transparency are better work.
We love transparency here. So, posting an update like this directly impacts folks' ability to follow along and be a part of the process. Also, anyone who is interested never has to ask "where are we with that", because it is in the right place, it is concise, and it is clear.
:spidey-dance:
Great job man... keep it up!
Observation created over 6 years agoWe're currently hiring not one but two mid-senior engineers, for which there's a lot of competition these days. I saw on Twitter yesterday that an engineer I admire had just been laid off and could could be a fantastic addition to our team. I let Casey know (she's the hiring manager for this position) and she followed up that day via Greenhouse and even replied on Twitter, referencing one of the candidate's blog posts she enjoyed for a personal touch: https://twitter.com/case_eee/status/1135723324414341127
Compared with other teams who responded to this person with a generic "We're hiring" message, Casey's prompt and thoughtful response made me feel proud of how she represented our team. And of course the goal here—bringing folks we can all learn from and growth alongside on to our team—has a direct impact to each of us. Thanks, Casey!
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