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Interview Process
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Key Operating Principles:
1. Strongest candidate above all else - would rather have no candidate than settle
2. Transparent and timely communication of process and expected timing to candidates
3. Expectations communicated upfront before going further down process
4. Always be comparing - unless utterly impossible, candidates evaluated against comparison set (at least 2 people being compared)
5. Interviews are structured and consistent across candidates
6. Negotiation of level, not of salary. Offer letter at end of process is a formality.
7. We’re always building our pipeline
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Phase 1
Screening		Phase 2
Onsite Interview		Phase 3
Work Assessment / Leadership Simulation		Phase 4
Offer Negotiation and Onboarding Starts
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1. Role definition: Develop high-level job description and key capabilities that are 'must-haves' in role1. Interview One: General Interview1. Additional conversations with leadership as needed. 1. Offer negotiation and offer extended to candidate
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2. Resume screening
a.Yes, Never, Not for this role (save for pipeline) 		2. Interview Two: Functional Interview2. References: Team conducts 2-3 references (formal or informal) of candidate2. Employee guide sent to provide overview of company policies

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3. First phone screen (Internal recruiting lead)
a. Test general interest, background, applicability to role
b. Yes, Never, Not for this role
i. If rejected, recruiting lead sends email rejecting candidate from current process 		3. Interview Three: Behavioral Interview & Assessment3. Leadership Simulation / Work Assessment: Candidate brought in again (or if distant, done during Phase 2); again if possible, should be conducted against multiple candidates in same time period.
a. See structure of Leadership Simulation
b. Team comes together immediately after to decide
3. Onboarding begins
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4. Second phone interview
a. Test leadership skills, functional expertise, cultural fit
b. Discuss comp expectations from both sides; discuss other deal-breakers (e.g., relocation)
c. Yes, Never, Not for this role
i. If rejected, recruiting lead sends email rejecting candidate from current process		4. Evaluation: Interviewers individually rate candidate across each dimension of interview; interviewers come together to provide feedback about moving forward; interviewers also force rank candidates against each other.
a. If one interviewer does not want to move forward with the candidate, provides explanation why and interviewer re-interviews to be convinced otherwise if other interviewers feel strongly about pushing candidate forward
b. If decision to not move forward with candidate, executive calls candidate to reject from process
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