We’re currently in a time of rapid growth (Engineering grew 100% in 2018 and is planned to grow by 130% in 2019). But we value quality hires over meeting numbers in the hiring plan. We rely primarily on the judgement of our hiring managers to hold the bar high. But we also try to systematize as much as possible so our hiring practices are fair, transparent, and repeatable.

    1.   - We require that at least one interviewer of the engineering division give each candidate a "strong yes" (the highest assessment available in our applicant tracking system) on their interview scorecard in order to move to the offer stage.
    2.   - Hiring managers must do a write up as part of advancing a candidate to offer. This can be found in the Justification section of the interview plan in Greenhouse.
    3.      - In what specific way(s) does this person make the team better?
    4.      - What red flags were raised during the interview process?
    5.      - What are our specific strategies to set this person up for success?
    6.      - We require that a simple majority of nice-to-have requirements (usually 5 of 9) are met for the role
    7.      - If a candidate was previously rejected for a role the hiring manager needs review the previous interview experience (if our data rentention policy allows), discuss with the previous hiring manager and address why the person has now met our qualifications