The interview lifecycle
Offer stage
Step 1: Once finalist is identified, Recruiter completes references if necessary.
- Learn more about our reference check philosophy here
Step 2: The Recruiter confirms level and compensation via Slack with Hiring Manager, Department Head, and Director, Technical Recruiting (if applicable).
Step 3: The Recruiter has a pre-closing conversation with the candidate to confirm mutual-interest. It is very important that the Recruiter makes no offer promises or commitments to the candidate until the offer has been formally approved in Greenhouse.
Step 4: The Recruiter creates an offer in Greenhouse
- The offer start date must align with a cohort start date, which take place every 2-weeks.
- If you need to start a Teammate on a non-cohort date, you must receive approval from VP People & Talent. To receive approval, please send a Slack to VP People & Talent, Director, People and Onboarding Manager with business case for starting on a non-cohort date.
- Recruiter inputs number of equity options into the Stock Option Calculator, and transfers information into offer in Greenhouse.
- Approval chain: VP People & Talent > Hiring Manager > Department Head > VP Operations and/or Manager, Financial Planning & Analysis > CEO (Quinn Slack)
- We want to hire people who overwhelmingly get
Yes and Strong Yes feedback. If the candidate did not receive all Yes or Strong Yes feedback, the Hiring Manager or Recruiter needs to submit written justification for moving forward with offer in the offer approval section.
- If the candidate received a
No during the values interview, follow these steps.
Step 5: Once the offer is fully approved in Greenhouse, Recruiter schedules an offer summary call using the email template in Greenhouse.
- The offer summary should be downloaded as a Microsoft Word document to ensure that it contains the correct formatting. Recruiters, please download Microsoft Word prior to sharing the offer summary with candidates.