51 lines
3.0 KiB
Plaintext
51 lines
3.0 KiB
Plaintext
---
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title: "Interviewing"
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description: "How to interview and hire outliers."
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---
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import { FaDiscord, FaMap } from "react-icons/fa";
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import { Steps } from "nextra/components";
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## Interviewing
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Our talent pipeline is an organizational moat. This guide walks you through our interviewing process.
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### Process
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Menlo's interview process is designed to be self-serve.
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1. **Application**: Candidates apply through our [careers page](https://homebrew.bamboohr.com/careers). We use a combination of AI and human review to shortlist candidates.
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2. **Initial Screening**: Shortlisted candidates are invited to a 30-minute initial screening, usually with HR/founder.
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3. **2-3 Interviews**: Candidates are interviewed by 2-3 team members. Each interview is 30-45 minutes long.
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4. **Founder interview**: The final interview is with one of the founders. This is a 30-minute interview.
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5. **Deliberation**: Candidates are evaluated based on their interviews and portfolio. We aim to make a decision within 1 week.
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We aim to be data-driven, and each open role is tracked in our ATS (BambooHR). We use this data to improve our hiring process.
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> Historically, our acceptance rate has been less than 1% of all applications. For direct referrals, this rate is higher at >10%.
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### Preparing for Interviews
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To start interviewing, please follow these steps:
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- [ ] Indicate your interest in helping with interviews to HR.
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- [ ] Shadow existing interviews (2-3) to understand our process and ask questions.
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- [ ] Create a [Google Appointments link](https://workspace.google.com/intl/en_sg/resources/appointment-scheduling/) for your interviews. Make sure to set a default Google Hangouts link. Share the link with HR.
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- [ ] New candidates will automatically schedule interviews with you using the Google Appointments link.
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- [ ] If you have an upcoming interview, review their resume and prepare thoughtful questions.
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- [ ] Input **detailed evaluations in BambooHR ATS** after each interview.
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### Evaluation
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We do not use a scoring system for interviews and prefer to encourage natural conversation.
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However, if you do need an evaluation template, you can use the following:
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| Criteria | Description | Response | Notes |
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|--------------|----------------------------------------|--------------|--------------------------------------------|
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| Technical Skills | Proficiency in relevant technical areas (AI, robotics, programming, etc.) indicated in the resume |||
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| Fundamentals | Understanding of core concepts in the candidate's field of expertise (math, statistics, ML, physics, etc.) | | |
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| Problem-Solving Ability | Ability to approach and solve complex problems |||
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| Communication Skills | Clarity and effectiveness in communication |||
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| Cultural Fit | Alignment with company [values](/handbook/philosophy/humanity) and [culture](/handbook/who/curiosity) |||
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| Overall Impression | General impression of the candidate's suitability for the role ||| |