Over the last year and half we've grown the Contra team from 4 to 32 people to help transform the future of independent work ✨
The first 50 hires you make have a massive impact on the culture and the success in the early days of a startup. We definitely don't have it perfect, but we've learned a lot along the way and I am here to share some of our hiring best practices at Contra ->
1. Self assessments should be evaluated by the same internal team members using the same process + criteria.
2. Evaluate the applicants social media footprint in addition to their self assessment. Candidates should recognize that they are not only who they present in person but also their online identity.
3. All stages of the interview process should be conducted in the same way to avoid bias. This includes: context of the interview format, amount of time, questions asked, people conducting the interviews, etc.
4. Cultural fit is as important as talent fit.
5. For all new roles we are hiring for, we must interview between 5-10 candidates before closing a hire. This allows us to have a healthy number of candidates to compare.
6. Do what you can to make the candidate feel comfortable throughout the interview process. This will help us see their true personality and avoid having nerves get in the way.
7. Even when an interview is going poorly and is clearly a no, it is important to be respectful and finish conducting the interview.
8. Communicate next steps with the candidate. This includes: format of following interviews, timeline, expectations etc.
9. Always leave time at the end of an interview to answer any questions the candidate may have.
10. Notes from each step of the interview process should be shared with everyone involved in the interviewing process via the ATS. This reduces the amount of repetition from one interview to the next and ensures that any gaps are covered.
11. Do your homework at every step of the interview process. Prior to any stage of the interview process, all notes and details on a candidate should be reviewed. This shows the candidate that we have strong internal communication practices.
12. It is important to move fast when we are excited about someone but it is equally important to have the context and information that everyone needs to close the hire.
13. All team members must feel confident when closing a hire. If an interviewer is unsure at any point of the process we should do what we can to make the interviewer feel confident with the decision (being a yes or a no).
14. If it is not a "f-yes" then it is a "f-no".
15. When sending a rejection, keep in mind that the people we interview are also our target users. We must be professional and ensure that the candidate leaves the experience with a positive outlook on Contra.
It is important to recognize that in the current competitive hiring market things don't always go as planned. You could take all of these steps and still not close a great hire. Be sure to stay positive and keep the hiring momentum going 💪 You've got this!
2021
