From e99e48137dffe78ac007ef4f23cc8a3b1ed80e90 Mon Sep 17 00:00:00 2001 From: Renee <121910637+Ssstars@users.noreply.github.com> Date: Thu, 11 Jan 2024 18:05:42 +0800 Subject: [PATCH 1/6] Update 01-how-we-hire.mdx flying blind here- markdown is from Obsidian. Testing this commit. --- .../04-core-contributors/01-how-we-hire.mdx | 113 +++++++++++++++++- 1 file changed, 111 insertions(+), 2 deletions(-) diff --git a/docs/docs/handbook/04-core-contributors/01-how-we-hire.mdx b/docs/docs/handbook/04-core-contributors/01-how-we-hire.mdx index b57b2f89d..59972d97f 100644 --- a/docs/docs/handbook/04-core-contributors/01-how-we-hire.mdx +++ b/docs/docs/handbook/04-core-contributors/01-how-we-hire.mdx @@ -1,7 +1,7 @@ --- -title: How We Hire +title: How We Hire at Jan slug: /handbook/core-contributors/how-we-hire -description: How We Hire +description: See how open-source LLM AI company Jan.ai (maker of Jan framework) approaches team building and hiring. keywords: [ Jan AI, @@ -14,4 +14,113 @@ keywords: large language model, handbook, ] + + +**The purpose** - To conduct fair, unbiased interviews that focus on identifying candidates with initiative, scrappiness, and a good fit for a core contributor role at Jan. + +### Our key principles + +- **Avoiding Bias**  + +- Be aware of "halo" and "horns" effects where first impressions unduly influence the entire interview. Tempting as it is to judge someone on the fact that they *also* binge watched Severance, every role at Jan is a key hire- and should be interviewed to the same standard. + + What does fair interviewing look like at Jan? + At Jan, the team assesses candidates based on their skills, experiences, and fit for the role and company culture. We expect an in turn assessment and healthy curiosity. + + +- We’re striving for a middle ground between hiring exclusively within our network (like PayPal the early days) and broader, more open hiring practices that reduce bias. + ![](https://lh7-us.googleusercontent.com/RseMBGi1PJy1iRWlCswuwV77zExwjEeMqQlW1YTvy9nOlNOrQTEFyxlRQw1s-1n0kDWic2ujdknO4AIDlt-_N989VVkb8MQeJT4_uemL77rYD5ApKX8lRgBTU_1JCUN48ILQsdYcgaeP2_4Ka1Hkvyk) + + What the candidate is looking for is just as important as what we at Jan are looking for. + + Value alignment isn’t something that’s often spoken about when hiring for a new role. At Jan, we believe that value alignment is the stuff folks really mean when they say “culture fit”.  + +- + +- ![](https://lh7-us.googleusercontent.com/ymsJllEOxWSyRjTj_sIWtbG14uCeZ5XWJCrbFBqu-sGvW9_JejGG4QqfpvCh7VdpFS3Ldd39dpCRrKF8RvqhwowvWUoYuJbUcoOZ79mpZlmiUfdFplsUmjJVWw7Yv0DqT07KzSalFd9MuD4BcvwzckM) + + **We care about** + + +## Initiative and Scrappiness + +- We want people on the team who  demonstrate resourcefulness, problem-solving skills, and the ability to thrive in a bootstrapped, open-source environment. (this isn’t a mandated “do more with less!” statement, more- we appreciate those who *get* where we’re coming from. + +- **Diversity, Equity, and Inclusion (DEI)**  + +- While we don't have a large DEI program, we are committed to inclusivity and respect for diverse opinions and backgrounds. Our focus is on individual merit and cultural fit, rather than ticking DEI checkboxes. + +- +- **Values** + +- The stuff that’s hard to put into words but you can always tell when it’s missing in your company. Our values play out in our everyday behaviours. + (I want to put examples of how we make decisions etc here) + + +**The kinds of questions you could expect from an interview-** + +- Can you describe a time when you had to be resourceful or "scrappy" to solve a problem? What was the outcome? + + + +- How do you stay motivated and productive in environments with limited resources or guidance? + +- + +- Can you give an example of a successful project you contributed to in an open-source community? + +- + +- How do you handle disagreements or differing opinions in a professional setting? + +- + +- Describe a situation where you took the initiative in a project or task. What drove you to take charge? + +- + +- In your view, what's the most challenging aspect of working in a bootstrapped company, and how would you navigate this challenge? + +- + +- How do you prioritise tasks?  + +- + +- Can you discuss a time when you had to learn a new skill or technology quickly to complete a task? How did you approach this? + +- + +- What does 'cultural fit' mean to you, and why do you think it's important in a workplace? + +- + +- How do you balance the need for collaboration with independent work in your professional life? + + +**The (Ideal) process** + +**Pre-Interview**  + +Review the candidate's resume and portfolio without preconceived notions. Focus on their skills and experiences relevant to the role. + +**During the Interview (*internal notes**)** + +Use the questions as a guide but be flexible to explore interesting points raised by the candidate. Ask the same questions of everyone if possible. Observe not just what they say, but *how they think and approach problems.* + +**Post-Interview**  + +Evaluate candidates based on their responses, skills, potential cultural fit, and ability to contribute to Jan's goals within their proposed function. Avoid making snap judgments based on first impressions or personal biases. + +**Decision Making** + + Combine feedback from everyone involved in hiring. Consider how the new hire would engage with others in their pod and the wider team. + + +Hiring isn’t easy and at Jan, we’re aiming to be as transparent and inclusive as we can- with the knowledge that as a small core contributor team, we need to be extremely selective about who we onboard. The intention is they’re here for the long haul! + + + + +** --- From 8ff23e36724898ade2a1a6d5f0811114f9229868 Mon Sep 17 00:00:00 2001 From: Ho Duc Hieu <150573299+hieu-jan@users.noreply.github.com> Date: Fri, 12 Jan 2024 12:29:56 +0700 Subject: [PATCH 2/6] docs: update handbook --- .../04-core-contributors/01-how-we-hire.mdx | 111 ++++++------------ .../05-what-we-do/01-no-PMs-allowed.mdx | 17 --- ...dx => 01-our-support-methodology copy.mdx} | 0 ...mdx => 02-our-approach-to-design copy.mdx} | 0 ...> 03-shipping-now-shipping-later copy.mdx} | 0 ...trial-by-fire.mdx => 04-trial-by-fire.mdx} | 0 6 files changed, 36 insertions(+), 92 deletions(-) delete mode 100644 docs/docs/handbook/05-what-we-do/01-no-PMs-allowed.mdx rename docs/docs/handbook/05-what-we-do/{02-our-support-methodology copy.mdx => 01-our-support-methodology copy.mdx} (100%) rename docs/docs/handbook/05-what-we-do/{03-our-approach-to-design copy.mdx => 02-our-approach-to-design copy.mdx} (100%) rename docs/docs/handbook/05-what-we-do/{04-shipping-now-shipping-later copy.mdx => 03-shipping-now-shipping-later copy.mdx} (100%) rename docs/docs/handbook/05-what-we-do/{05-trial-by-fire.mdx => 04-trial-by-fire.mdx} (100%) diff --git a/docs/docs/handbook/04-core-contributors/01-how-we-hire.mdx b/docs/docs/handbook/04-core-contributors/01-how-we-hire.mdx index 59972d97f..0b17ac57f 100644 --- a/docs/docs/handbook/04-core-contributors/01-how-we-hire.mdx +++ b/docs/docs/handbook/04-core-contributors/01-how-we-hire.mdx @@ -1,5 +1,5 @@ --- -title: How We Hire at Jan +title: How We Hire at Jan slug: /handbook/core-contributors/how-we-hire description: See how open-source LLM AI company Jan.ai (maker of Jan framework) approaches team building and hiring. keywords: @@ -14,113 +14,74 @@ keywords: large language model, handbook, ] - +--- **The purpose** - To conduct fair, unbiased interviews that focus on identifying candidates with initiative, scrappiness, and a good fit for a core contributor role at Jan. ### Our key principles -- **Avoiding Bias**  - -- Be aware of "halo" and "horns" effects where first impressions unduly influence the entire interview. Tempting as it is to judge someone on the fact that they *also* binge watched Severance, every role at Jan is a key hire- and should be interviewed to the same standard. - - What does fair interviewing look like at Jan? - At Jan, the team assesses candidates based on their skills, experiences, and fit for the role and company culture. We expect an in turn assessment and healthy curiosity. - - +- **Avoiding Bias** +- Be aware of "halo" and "horns" effects where first impressions unduly influence the entire interview. Tempting as it is to judge someone on the fact that they _also_ binge watched Severance, every role at Jan is a key hire- and should be interviewed to the same standard. + What does fair interviewing look like at Jan? + At Jan, the team assesses candidates based on their skills, experiences, and fit for the role and company culture. We expect an in turn assessment and healthy curiosity. - We’re striving for a middle ground between hiring exclusively within our network (like PayPal the early days) and broader, more open hiring practices that reduce bias. - ![](https://lh7-us.googleusercontent.com/RseMBGi1PJy1iRWlCswuwV77zExwjEeMqQlW1YTvy9nOlNOrQTEFyxlRQw1s-1n0kDWic2ujdknO4AIDlt-_N989VVkb8MQeJT4_uemL77rYD5ApKX8lRgBTU_1JCUN48ILQsdYcgaeP2_4Ka1Hkvyk) - - What the candidate is looking for is just as important as what we at Jan are looking for. - - Value alignment isn’t something that’s often spoken about when hiring for a new role. At Jan, we believe that value alignment is the stuff folks really mean when they say “culture fit”.  - -- - -- ![](https://lh7-us.googleusercontent.com/ymsJllEOxWSyRjTj_sIWtbG14uCeZ5XWJCrbFBqu-sGvW9_JejGG4QqfpvCh7VdpFS3Ldd39dpCRrKF8RvqhwowvWUoYuJbUcoOZ79mpZlmiUfdFplsUmjJVWw7Yv0DqT07KzSalFd9MuD4BcvwzckM) - - **We care about** - - + ![](https://lh7-us.googleusercontent.com/RseMBGi1PJy1iRWlCswuwV77zExwjEeMqQlW1YTvy9nOlNOrQTEFyxlRQw1s-1n0kDWic2ujdknO4AIDlt-_N989VVkb8MQeJT4_uemL77rYD5ApKX8lRgBTU_1JCUN48ILQsdYcgaeP2_4Ka1Hkvyk) + What the candidate is looking for is just as important as what we at Jan are looking for. + Value alignment isn’t something that’s often spoken about when hiring for a new role. At Jan, we believe that value alignment is the stuff folks really mean when they say “culture fit”. +- +- ![](https://lh7-us.googleusercontent.com/ymsJllEOxWSyRjTj_sIWtbG14uCeZ5XWJCrbFBqu-sGvW9_JejGG4QqfpvCh7VdpFS3Ldd39dpCRrKF8RvqhwowvWUoYuJbUcoOZ79mpZlmiUfdFplsUmjJVWw7Yv0DqT07KzSalFd9MuD4BcvwzckM) + **We care about** + ## Initiative and Scrappiness - -- We want people on the team who  demonstrate resourcefulness, problem-solving skills, and the ability to thrive in a bootstrapped, open-source environment. (this isn’t a mandated “do more with less!” statement, more- we appreciate those who *get* where we’re coming from. - -- **Diversity, Equity, and Inclusion (DEI)**  - + +- We want people on the team who  demonstrate resourcefulness, problem-solving skills, and the ability to thrive in a bootstrapped, open-source environment. (this isn’t a mandated “do more with less!” statement, more- we appreciate those who _get_ where we’re coming from. + +- **Diversity, Equity, and Inclusion (DEI)** - While we don't have a large DEI program, we are committed to inclusivity and respect for diverse opinions and backgrounds. Our focus is on individual merit and cultural fit, rather than ticking DEI checkboxes. - -- +- - **Values** - - The stuff that’s hard to put into words but you can always tell when it’s missing in your company. Our values play out in our everyday behaviours. - (I want to put examples of how we make decisions etc here) - + (I want to put examples of how we make decisions etc here) **The kinds of questions you could expect from an interview-** - Can you describe a time when you had to be resourceful or "scrappy" to solve a problem? What was the outcome? - - - - How do you stay motivated and productive in environments with limited resources or guidance? - -- - +- - Can you give an example of a successful project you contributed to in an open-source community? - -- - +- - How do you handle disagreements or differing opinions in a professional setting? - -- - +- - Describe a situation where you took the initiative in a project or task. What drove you to take charge? - -- - +- - In your view, what's the most challenging aspect of working in a bootstrapped company, and how would you navigate this challenge? - -- - -- How do you prioritise tasks?  - -- - +- +- How do you prioritise tasks? +- - Can you discuss a time when you had to learn a new skill or technology quickly to complete a task? How did you approach this? - -- - +- - What does 'cultural fit' mean to you, and why do you think it's important in a workplace? - -- - +- - How do you balance the need for collaboration with independent work in your professional life? - **The (Ideal) process** -**Pre-Interview**  +**Pre-Interview** Review the candidate's resume and portfolio without preconceived notions. Focus on their skills and experiences relevant to the role. -**During the Interview (*internal notes**)** +**During the Interview (\*internal notes**)\*\* -Use the questions as a guide but be flexible to explore interesting points raised by the candidate. Ask the same questions of everyone if possible. Observe not just what they say, but *how they think and approach problems.* +Use the questions as a guide but be flexible to explore interesting points raised by the candidate. Ask the same questions of everyone if possible. Observe not just what they say, but _how they think and approach problems._ -**Post-Interview**  +**Post-Interview** Evaluate candidates based on their responses, skills, potential cultural fit, and ability to contribute to Jan's goals within their proposed function. Avoid making snap judgments based on first impressions or personal biases. **Decision Making** - Combine feedback from everyone involved in hiring. Consider how the new hire would engage with others in their pod and the wider team. - - -Hiring isn’t easy and at Jan, we’re aiming to be as transparent and inclusive as we can- with the knowledge that as a small core contributor team, we need to be extremely selective about who we onboard. The intention is they’re here for the long haul! - - +Combine feedback from everyone involved in hiring. Consider how the new hire would engage with others in their pod and the wider team. - -** ---- +Hiring isn’t easy and at Jan, we’re aiming to be as transparent and inclusive as we can- with the knowledge that as a small core contributor team, we need to be extremely selective about who we onboard. The intention is they’re here for the long haul! + +\*\* diff --git a/docs/docs/handbook/05-what-we-do/01-no-PMs-allowed.mdx b/docs/docs/handbook/05-what-we-do/01-no-PMs-allowed.mdx deleted file mode 100644 index 21edd1738..000000000 --- a/docs/docs/handbook/05-what-we-do/01-no-PMs-allowed.mdx +++ /dev/null @@ -1,17 +0,0 @@ ---- -title: No PMs Allowed -slug: /handbook/what-we-do/no-pms-allowed -description: No PMs Allowed -keywords: - [ - Jan AI, - Jan, - ChatGPT alternative, - local AI, - private AI, - conversational AI, - no-subscription fee, - large language model, - handbook, - ] ---- diff --git a/docs/docs/handbook/05-what-we-do/02-our-support-methodology copy.mdx b/docs/docs/handbook/05-what-we-do/01-our-support-methodology copy.mdx similarity index 100% rename from docs/docs/handbook/05-what-we-do/02-our-support-methodology copy.mdx rename to docs/docs/handbook/05-what-we-do/01-our-support-methodology copy.mdx diff --git a/docs/docs/handbook/05-what-we-do/03-our-approach-to-design copy.mdx b/docs/docs/handbook/05-what-we-do/02-our-approach-to-design copy.mdx similarity index 100% rename from docs/docs/handbook/05-what-we-do/03-our-approach-to-design copy.mdx rename to docs/docs/handbook/05-what-we-do/02-our-approach-to-design copy.mdx diff --git a/docs/docs/handbook/05-what-we-do/04-shipping-now-shipping-later copy.mdx b/docs/docs/handbook/05-what-we-do/03-shipping-now-shipping-later copy.mdx similarity index 100% rename from docs/docs/handbook/05-what-we-do/04-shipping-now-shipping-later copy.mdx rename to docs/docs/handbook/05-what-we-do/03-shipping-now-shipping-later copy.mdx diff --git a/docs/docs/handbook/05-what-we-do/05-trial-by-fire.mdx b/docs/docs/handbook/05-what-we-do/04-trial-by-fire.mdx similarity index 100% rename from docs/docs/handbook/05-what-we-do/05-trial-by-fire.mdx rename to docs/docs/handbook/05-what-we-do/04-trial-by-fire.mdx From e43711f07271657bfca8333d07cb6d6bb7a01bf0 Mon Sep 17 00:00:00 2001 From: Ho Duc Hieu <150573299+hieu-jan@users.noreply.github.com> Date: Fri, 12 Jan 2024 12:52:45 +0700 Subject: [PATCH 3/6] docs: finalize how we hire --- .../04-core-contributors/01-how-we-hire.mdx | 61 +++++++++---------- 1 file changed, 30 insertions(+), 31 deletions(-) diff --git a/docs/docs/handbook/04-core-contributors/01-how-we-hire.mdx b/docs/docs/handbook/04-core-contributors/01-how-we-hire.mdx index 0b17ac57f..227fcb046 100644 --- a/docs/docs/handbook/04-core-contributors/01-how-we-hire.mdx +++ b/docs/docs/handbook/04-core-contributors/01-how-we-hire.mdx @@ -20,48 +20,49 @@ keywords: ### Our key principles -- **Avoiding Bias** -- Be aware of "halo" and "horns" effects where first impressions unduly influence the entire interview. Tempting as it is to judge someone on the fact that they _also_ binge watched Severance, every role at Jan is a key hire- and should be interviewed to the same standard. - What does fair interviewing look like at Jan? - At Jan, the team assesses candidates based on their skills, experiences, and fit for the role and company culture. We expect an in turn assessment and healthy curiosity. -- We’re striving for a middle ground between hiring exclusively within our network (like PayPal the early days) and broader, more open hiring practices that reduce bias. - ![](https://lh7-us.googleusercontent.com/RseMBGi1PJy1iRWlCswuwV77zExwjEeMqQlW1YTvy9nOlNOrQTEFyxlRQw1s-1n0kDWic2ujdknO4AIDlt-_N989VVkb8MQeJT4_uemL77rYD5ApKX8lRgBTU_1JCUN48ILQsdYcgaeP2_4Ka1Hkvyk) - What the candidate is looking for is just as important as what we at Jan are looking for. - Value alignment isn’t something that’s often spoken about when hiring for a new role. At Jan, we believe that value alignment is the stuff folks really mean when they say “culture fit”. -- -- ![](https://lh7-us.googleusercontent.com/ymsJllEOxWSyRjTj_sIWtbG14uCeZ5XWJCrbFBqu-sGvW9_JejGG4QqfpvCh7VdpFS3Ldd39dpCRrKF8RvqhwowvWUoYuJbUcoOZ79mpZlmiUfdFplsUmjJVWw7Yv0DqT07KzSalFd9MuD4BcvwzckM) - **We care about** +#### Avoiding Bias + +Be aware of "halo" and "horns" effects where first impressions unduly influence the entire interview. Tempting as it is to judge someone on the fact that they _also_ binge watched Severance, every role at Jan is a key hire- and should be interviewed to the same standard. + +What does fair interviewing look like at Jan? + +At Jan, the team assesses candidates based on their skills, experiences, and fit for the role and company culture. We expect an in-turn assessment and healthy curiosity. + +We’re striving for a middle ground between hiring exclusively within our network (like PayPal in the early days) and broader, more open hiring practices that reduce bias. + +![Image](https://lh7-us.googleusercontent.com/RseMBGi1PJy1iRWlCswuwV77zExwjEeMqQlW1YTvy9nOlNOrQTEFyxlRQw1s-1n0kDWic2ujdknO4AIDlt-_N989VVkb8MQeJT4_uemL77rYD5ApKX8lRgBTU_1JCUN48ILQsdYcgaeP2_4Ka1Hkvyk) + +What the candidate is looking for is just as important as what we at Jan are looking for. Value alignment isn’t something that’s often spoken about when hiring for a new role. At Jan, we believe that value alignment is the stuff folks really mean when they say “culture fit”. + +#### We care about + +![Image](https://lh7-us.googleusercontent.com/ymsJllEOxWSyRjTj_sIWtbG14uCeZ5XWJCrbFBqu-sGvW9_JejGG4QqfpvCh7VdpFS3Ldd39dpCRrKF8RvqhwowvWUoYuJbUcoOZ79mpZlmiUfdFplsUmjJVWw7Yv0DqT07KzSalFd9MuD4BcvwzckM) ## Initiative and Scrappiness -- We want people on the team who  demonstrate resourcefulness, problem-solving skills, and the ability to thrive in a bootstrapped, open-source environment. (this isn’t a mandated “do more with less!” statement, more- we appreciate those who _get_ where we’re coming from. +We want people on the team who demonstrate resourcefulness, problem-solving skills, and the ability to thrive in a bootstrapped, open-source environment. (This isn’t a mandated “do more with less!” statement, more - we appreciate those who _get_ where we’re coming from.) -- **Diversity, Equity, and Inclusion (DEI)** -- While we don't have a large DEI program, we are committed to inclusivity and respect for diverse opinions and backgrounds. Our focus is on individual merit and cultural fit, rather than ticking DEI checkboxes. -- -- **Values** -- The stuff that’s hard to put into words but you can always tell when it’s missing in your company. Our values play out in our everyday behaviours. - (I want to put examples of how we make decisions etc here) +### Diversity, Equity, and Inclusion (DEI) -**The kinds of questions you could expect from an interview-** +While we don't have a large DEI program, we are committed to inclusivity and respect for diverse opinions and backgrounds. Our focus is on individual merit and cultural fit, rather than ticking DEI checkboxes. + +### Values + +The stuff that’s hard to put into words but you can always tell when it’s missing in your company. Our values play out in our everyday behaviors. + +(I want to put examples of how we make decisions etc here) + +**The kinds of questions you could expect from an interview** - Can you describe a time when you had to be resourceful or "scrappy" to solve a problem? What was the outcome? - How do you stay motivated and productive in environments with limited resources or guidance? -- - Can you give an example of a successful project you contributed to in an open-source community? -- - How do you handle disagreements or differing opinions in a professional setting? -- - Describe a situation where you took the initiative in a project or task. What drove you to take charge? -- - In your view, what's the most challenging aspect of working in a bootstrapped company, and how would you navigate this challenge? -- -- How do you prioritise tasks? -- +- How do you prioritize tasks? - Can you discuss a time when you had to learn a new skill or technology quickly to complete a task? How did you approach this? -- - What does 'cultural fit' mean to you, and why do you think it's important in a workplace? -- - How do you balance the need for collaboration with independent work in your professional life? **The (Ideal) process** @@ -82,6 +83,4 @@ Evaluate candidates based on their responses, skills, potential cultural fit, an Combine feedback from everyone involved in hiring. Consider how the new hire would engage with others in their pod and the wider team. -Hiring isn’t easy and at Jan, we’re aiming to be as transparent and inclusive as we can- with the knowledge that as a small core contributor team, we need to be extremely selective about who we onboard. The intention is they’re here for the long haul! - -\*\* +Hiring isn’t easy, and at Jan, we’re aiming to be as transparent and inclusive as we can - with the knowledge that as a small core contributor team, we need to be extremely selective about who we onboard. The intention is they’re here for the long haul! From 1fb10c791826f1997f9e77db55a28d66f4957941 Mon Sep 17 00:00:00 2001 From: Renee <121910637+Ssstars@users.noreply.github.com> Date: Fri, 12 Jan 2024 13:55:25 +0800 Subject: [PATCH 4/6] Update 01-how-we-hire.mdx --- .../04-core-contributors/01-how-we-hire.mdx | 106 ++++++++++++++++++ 1 file changed, 106 insertions(+) diff --git a/docs/docs/handbook/04-core-contributors/01-how-we-hire.mdx b/docs/docs/handbook/04-core-contributors/01-how-we-hire.mdx index b57b2f89d..9e738c7b4 100644 --- a/docs/docs/handbook/04-core-contributors/01-how-we-hire.mdx +++ b/docs/docs/handbook/04-core-contributors/01-how-we-hire.mdx @@ -14,4 +14,110 @@ keywords: large language model, handbook, ] + +`The purpose - To conduct fair, unbiased interviews that focus on identifying candidates with initiative, scrappiness, and a good fit for a core contributor role at Jan.` + +### Our key principles + + #### Avoiding Bias  + + #### Be aware of "halo" and "horns" effects where first impressions unduly influence the entire interview. + + Tempting as it is to judge someone on the fact that they *also* binge watched Severance, every role at Jan is a key hire- and should be interviewed to the same standard. + + What does fair interviewing look like at Jan? + At Jan, the team assesses candidates based on their skills, experiences, and fit for the role and company culture. We expect an in turn assessment and healthy curiosity. + + + #### We’re striving for a middle ground between hiring exclusively within our network (like PayPal the early days) and broader, more open hiring practices that reduce bias. +[](https://lh7-us.googleusercontent.com/5y8jnYp3orRwwH1CeoULq0HXmx4V05rbTcrYieVl9NXRnGZy06KdqskUjshtOkVvLpfsVsZQ4TQWHufjiBA_iTMkqPVDF0_qsGtyuKgWdkzHHWQT1bzlzXy40W9KuA9HaAfO7BXP4Bo5BSufv3wA-JU) + + What the candidate is looking for is just as important as what we at Jan are looking for. + + Value alignment isn’t something that’s often spoken about when hiring for a new role. At Jan, we believe that value alignment is the stuff folks really mean when they say “culture fit”.  + + + + #### ![](https://lh7-us.googleusercontent.com/NuQEgHNFR6UNvPxO29h8FfbbjlDBW33WHsQ2Y8WF162FfUpf_tKiC42mMUNtx_8DXJhRoYxoRtPsZgMYY8eJO8ZPLJu9Hx66BG7-zAMG3jYQsqybBhaIywMDVX0PO04q26Z5baTWWykxR8gHwjOM-Vk) + +# We care about + + + #### Initiative and Scrappiness + + We want people on the team who  demonstrate resourcefulness, problem-solving skills, and the ability to thrive in a bootstrapped, open-source environment. (this isn’t a mandated “do more with less!” statement, more- we appreciate those who *get* where we’re coming from. + + + #### Diversity, Equity, and Inclusion (DEI)  + +While we don't have a large DEI program, we are committed to inclusivity and respect for diverse opinions and backgrounds. Our focus is on individual merit and cultural fit, rather than ticking DEI checkboxes. + + + #### Values + The stuff that’s hard to put into words but you can always tell when it’s missing in your company. Our values play out in our everyday behaviours. + + + +### The kinds of questions you could expect from an interview + +- Can you describe a time when you had to be resourceful or "scrappy" to solve a problem? What was the outcome? + + +- How do you stay motivated and productive in environments with limited resources or guidance? + + + +- Can you give an example of a successful project you contributed to in an open-source community? + + + +- How do you handle disagreements or differing opinions in a professional setting? + + +- Describe a situation where you took the initiative in a project or task. What drove you to take charge? + + +- In your view, what's the most challenging aspect of working in a bootstrapped company, and how would you navigate this challenge? + + +- How do you prioritise tasks?  + + +- Can you discuss a time when you had to learn a new skill or technology quickly to complete a task? How did you approach this? + + +- What does 'cultural fit' mean to you, and why do you think it's important in a workplace? + + +- How do you balance the need for collaboration with independent work in your professional life? + + +## The (Ideal) process + +#### Pre-Interview  + +Review the candidate's resume and portfolio without preconceived notions. Focus on their skills and experiences relevant to the role. + +#### During the Interview (internal notes) + +Use the questions as a guide but be flexible to explore interesting points raised by the candidate.Ask the same questions of everyone if possible. + +`Observe not just what they say, but how they think and approach problems.` + +#### Post-Interview  + +Evaluate candidates based on their responses, skills, potential cultural fit, and ability to contribute to Jans goals within their proposed function. Avoid making snap judgments based on first impressions or personal biases. + +#### Decision Making + + Combine feedback from everyone involved in hiring. Consider how the new hire would engage with others in their pod and the wider team. + + +Hiring isn’t easy and at Jan, we’re aiming to be as transparent and inclusive as we can- with the knowledge that as a small core contributor team, we need to be extremely selective about who we onboard. + +The intention is they’re here for the long haul! + + + + --- From c13c870ad2aebf64bfbb1b212540016971b31a3c Mon Sep 17 00:00:00 2001 From: Ho Duc Hieu <150573299+hieu-jan@users.noreply.github.com> Date: Fri, 12 Jan 2024 12:55:51 +0700 Subject: [PATCH 5/6] docs: fix typo --- docs/docs/handbook/04-core-contributors/01-how-we-hire.mdx | 2 +- 1 file changed, 1 insertion(+), 1 deletion(-) diff --git a/docs/docs/handbook/04-core-contributors/01-how-we-hire.mdx b/docs/docs/handbook/04-core-contributors/01-how-we-hire.mdx index 227fcb046..97d75bbd6 100644 --- a/docs/docs/handbook/04-core-contributors/01-how-we-hire.mdx +++ b/docs/docs/handbook/04-core-contributors/01-how-we-hire.mdx @@ -22,7 +22,7 @@ keywords: #### Avoiding Bias -Be aware of "halo" and "horns" effects where first impressions unduly influence the entire interview. Tempting as it is to judge someone on the fact that they _also_ binge watched Severance, every role at Jan is a key hire- and should be interviewed to the same standard. +Be aware of the "halo" and "horns" effects where first impressions unduly influence the entire interview. Tempting as it is to judge someone on the fact that they _also_ binge-watched. Severance, every role at Jan is a key hire and should be interviewed to the same standard. What does fair interviewing look like at Jan? From 46be5abf9d0cb32c28279b51199cc9eccd211912 Mon Sep 17 00:00:00 2001 From: Ho Duc Hieu <150573299+hieu-jan@users.noreply.github.com> Date: Fri, 12 Jan 2024 13:31:38 +0700 Subject: [PATCH 6/6] docs: format title structure --- .../04-core-contributors/01-how-we-hire.mdx | 154 +++--------------- 1 file changed, 26 insertions(+), 128 deletions(-) diff --git a/docs/docs/handbook/04-core-contributors/01-how-we-hire.mdx b/docs/docs/handbook/04-core-contributors/01-how-we-hire.mdx index 9fc963355..aaa67ea41 100644 --- a/docs/docs/handbook/04-core-contributors/01-how-we-hire.mdx +++ b/docs/docs/handbook/04-core-contributors/01-how-we-hire.mdx @@ -13,140 +13,36 @@ keywords: no-subscription fee, large language model, handbook, + how-we-hire, ] +--- `The purpose - To conduct fair, unbiased interviews that focus on identifying candidates with initiative, scrappiness, and a good fit for a core contributor role at Jan.` -### Our key principles +## Our key principles - #### Avoiding Bias  - - #### Be aware of "halo" and "horns" effects where first impressions unduly influence the entire interview. - - Tempting as it is to judge someone on the fact that they *also* binge watched Severance, every role at Jan is a key hire- and should be interviewed to the same standard. - - What does fair interviewing look like at Jan? - At Jan, the team assesses candidates based on their skills, experiences, and fit for the role and company culture. We expect an in turn assessment and healthy curiosity. - - - #### We’re striving for a middle ground between hiring exclusively within our network (like PayPal the early days) and broader, more open hiring practices that reduce bias. -[](https://lh7-us.googleusercontent.com/5y8jnYp3orRwwH1CeoULq0HXmx4V05rbTcrYieVl9NXRnGZy06KdqskUjshtOkVvLpfsVsZQ4TQWHufjiBA_iTMkqPVDF0_qsGtyuKgWdkzHHWQT1bzlzXy40W9KuA9HaAfO7BXP4Bo5BSufv3wA-JU) - - What the candidate is looking for is just as important as what we at Jan are looking for. - - Value alignment isn’t something that’s often spoken about when hiring for a new role. At Jan, we believe that value alignment is the stuff folks really mean when they say “culture fit”.  - +### Avoiding Bias - - #### ![](https://lh7-us.googleusercontent.com/NuQEgHNFR6UNvPxO29h8FfbbjlDBW33WHsQ2Y8WF162FfUpf_tKiC42mMUNtx_8DXJhRoYxoRtPsZgMYY8eJO8ZPLJu9Hx66BG7-zAMG3jYQsqybBhaIywMDVX0PO04q26Z5baTWWykxR8gHwjOM-Vk) - -# We care about - - - #### Initiative and Scrappiness - - We want people on the team who  demonstrate resourcefulness, problem-solving skills, and the ability to thrive in a bootstrapped, open-source environment. (this isn’t a mandated “do more with less!” statement, more- we appreciate those who *get* where we’re coming from. - - - #### Diversity, Equity, and Inclusion (DEI)  - -While we don't have a large DEI program, we are committed to inclusivity and respect for diverse opinions and backgrounds. Our focus is on individual merit and cultural fit, rather than ticking DEI checkboxes. - - - #### Values - The stuff that’s hard to put into words but you can always tell when it’s missing in your company. Our values play out in our everyday behaviours. - - - -### The kinds of questions you could expect from an interview - -- Can you describe a time when you had to be resourceful or "scrappy" to solve a problem? What was the outcome? - - -- How do you stay motivated and productive in environments with limited resources or guidance? - - - -- Can you give an example of a successful project you contributed to in an open-source community? - - - -- How do you handle disagreements or differing opinions in a professional setting? - - -- Describe a situation where you took the initiative in a project or task. What drove you to take charge? - - -- In your view, what's the most challenging aspect of working in a bootstrapped company, and how would you navigate this challenge? - - -- How do you prioritise tasks?  - - -- Can you discuss a time when you had to learn a new skill or technology quickly to complete a task? How did you approach this? - - -- What does 'cultural fit' mean to you, and why do you think it's important in a workplace? - - -- How do you balance the need for collaboration with independent work in your professional life? - - -## The (Ideal) process - -#### Pre-Interview  - -Review the candidate's resume and portfolio without preconceived notions. Focus on their skills and experiences relevant to the role. - -#### During the Interview (internal notes) - -Use the questions as a guide but be flexible to explore interesting points raised by the candidate.Ask the same questions of everyone if possible. - -`Observe not just what they say, but how they think and approach problems.` - -#### Post-Interview  - -Evaluate candidates based on their responses, skills, potential cultural fit, and ability to contribute to Jans goals within their proposed function. Avoid making snap judgments based on first impressions or personal biases. - -#### Decision Making - - Combine feedback from everyone involved in hiring. Consider how the new hire would engage with others in their pod and the wider team. - - -Hiring isn’t easy and at Jan, we’re aiming to be as transparent and inclusive as we can- with the knowledge that as a small core contributor team, we need to be extremely selective about who we onboard. - -The intention is they’re here for the long haul! - - - - ---- - -**The purpose** - To conduct fair, unbiased interviews that focus on identifying candidates with initiative, scrappiness, and a good fit for a core contributor role at Jan. - -### Our key principles - -#### Avoiding Bias - -Be aware of the "halo" and "horns" effects where first impressions unduly influence the entire interview. Tempting as it is to judge someone on the fact that they _also_ binge-watched. Severance, every role at Jan is a key hire and should be interviewed to the same standard. +Tempting as it is to judge someone based on the fact that they _also_ binge-watched Severance, every role at Jan is a key hire and should be interviewed to the same standard. What does fair interviewing look like at Jan? - -At Jan, the team assesses candidates based on their skills, experiences, and fit for the role and company culture. We expect an in-turn assessment and healthy curiosity. +At Jan, the team assesses candidates based on their skills, experiences, and fit for the role and company culture. We expect an in turn assessment and healthy curiosity. We’re striving for a middle ground between hiring exclusively within our network (like PayPal in the early days) and broader, more open hiring practices that reduce bias. -![Image](https://lh7-us.googleusercontent.com/RseMBGi1PJy1iRWlCswuwV77zExwjEeMqQlW1YTvy9nOlNOrQTEFyxlRQw1s-1n0kDWic2ujdknO4AIDlt-_N989VVkb8MQeJT4_uemL77rYD5ApKX8lRgBTU_1JCUN48ILQsdYcgaeP2_4Ka1Hkvyk) +[Learn more](https://lh7-us.googleusercontent.com/5y8jnYp3orRwwH1CeoULq0HXmx4V05rbTcrYieVl9NXRnGZy06KdqskUjshtOkVvLpfsVsZQ4TQWHufjiBA_iTMkqPVDF0_qsGtyuKgWdkzHHWQT1bzlzXy40W9KuA9HaAfO7BXP4Bo5BSufv3wA-JU) -What the candidate is looking for is just as important as what we at Jan are looking for. Value alignment isn’t something that’s often spoken about when hiring for a new role. At Jan, we believe that value alignment is the stuff folks really mean when they say “culture fit”. +What the candidate is looking for is just as important as what we at Jan are looking for. -#### We care about +Value alignment isn’t something that’s often spoken about when hiring for a new role. At Jan, we believe that value alignment is the stuff folks really mean when they say “culture fit”. -![Image](https://lh7-us.googleusercontent.com/ymsJllEOxWSyRjTj_sIWtbG14uCeZ5XWJCrbFBqu-sGvW9_JejGG4QqfpvCh7VdpFS3Ldd39dpCRrKF8RvqhwowvWUoYuJbUcoOZ79mpZlmiUfdFplsUmjJVWw7Yv0DqT07KzSalFd9MuD4BcvwzckM) +![Value Alignment](https://lh7-us.googleusercontent.com/NuQEgHNFR6UNvPxO29h8FfbbjlDBW33WHsQ2Y8WF162FfUpf_tKiC42mMUNtx_8DXJhRoYxoRtPsZgMYY8eJO8ZPLJu9Hx66BG7-zAMG3jYQsqybBhaIywMDVX0PO04q26Z5baTWWykxR8gHwjOM-Vk) -## Initiative and Scrappiness +## We care about -We want people on the team who demonstrate resourcefulness, problem-solving skills, and the ability to thrive in a bootstrapped, open-source environment. (This isn’t a mandated “do more with less!” statement, more - we appreciate those who _get_ where we’re coming from.) +### Initiative and Scrappiness + +We want people on the team who demonstrate resourcefulness, problem-solving skills, and the ability to thrive in a bootstrapped, open-source environment. (This isn’t a mandated “do more with less!” statement, but rather, we appreciate those who _get_ where we’re coming from.) ### Diversity, Equity, and Inclusion (DEI) @@ -156,9 +52,7 @@ While we don't have a large DEI program, we are committed to inclusivity and res The stuff that’s hard to put into words but you can always tell when it’s missing in your company. Our values play out in our everyday behaviors. -(I want to put examples of how we make decisions etc here) - -**The kinds of questions you could expect from an interview** +## The Kinds of Questions You Could Expect From an Interview - Can you describe a time when you had to be resourceful or "scrappy" to solve a problem? What was the outcome? - How do you stay motivated and productive in environments with limited resources or guidance? @@ -171,22 +65,26 @@ The stuff that’s hard to put into words but you can always tell when it’s mi - What does 'cultural fit' mean to you, and why do you think it's important in a workplace? - How do you balance the need for collaboration with independent work in your professional life? -**The (Ideal) process** +## The (Ideal) Process -**Pre-Interview** +### Pre-Interview Review the candidate's resume and portfolio without preconceived notions. Focus on their skills and experiences relevant to the role. -**During the Interview (\*internal notes**)\*\* +### During the Interview (internal notes) -Use the questions as a guide but be flexible to explore interesting points raised by the candidate. Ask the same questions of everyone if possible. Observe not just what they say, but _how they think and approach problems._ +Use the questions as a guide but be flexible to explore interesting points raised by the candidate. Ask the same questions of everyone if possible. -**Post-Interview** +Observe not just what they say, but how they think and approach problems. + +### Post-Interview Evaluate candidates based on their responses, skills, potential cultural fit, and ability to contribute to Jan's goals within their proposed function. Avoid making snap judgments based on first impressions or personal biases. -**Decision Making** +### Decision Making Combine feedback from everyone involved in hiring. Consider how the new hire would engage with others in their pod and the wider team. -Hiring isn’t easy, and at Jan, we’re aiming to be as transparent and inclusive as we can - with the knowledge that as a small core contributor team, we need to be extremely selective about who we onboard. The intention is they’re here for the long haul! +Hiring isn’t easy, and at Jan, we’re aiming to be as transparent and inclusive as we can, with the knowledge that as a small core contributor team, we need to be extremely selective about who we onboard. + +The intention is they’re here for the long haul!