This page includes all information a Talent Team member, Hiring Manager, or Teammate needs to know about the interview stage.

Values and practices

1. We want our hiring process to access all potential qualified candidates.
   • We proactively promote our open positions to many different groups, communities, and networks.
   • If we believe there is a talented set of individuals who are not applying to our team, we will initiate outbound efforts to reach them. We believe there is value in reaching out to candidates who are not directly connected to the social graph of our team today.
2. We want our hiring process to be fair to all candidates.
   • We recognize that the way a job description is written can plan a key role in promoting positive, non-biased hiring efforts. In fact, countless studies have shown that certain demographics are less likely than others to apply if they don’t meet 100% of the outlined qualifications. Because of this, our job descriptions focus on the impact a candidate will make in the role versus a long list of requirements that have historically impeded underrepresented candidates from applying, resulting in a larger and more diverse candidate pool.
   • We ask a consistent set of questions to each candidate so that we can objectively measure performance across candidates.
   • We leverage BrightHire to record our interviews, ensuring there is an objective record of the interview that can be referenced when making a hiring decision.
   • All interviewers submit written feedback independently before being able to see feedback from other interviewers. Feedback may not be edited after submission.
   • We maintain a consistent hiring decision process for all candidates.
3. Hiring managers own the hiring process for their team and help determine the level
   • Hiring managers are encouraged to partner with their assigned recruiter to experiment to learn how to improve their hiring process.
   • When a new role is opened, the Manager scopes the position and determines what exactly this new Teammate will do, how much experience they need to have. A level is then assigned to that role based on this information. We hire for specific levels based on business need, and evaluate candidates according to the role/level being hired. Career development frameworks help further define what role-specific knowledge, skills, and abilities are required at each level. More information can be found here.
   • The handbook is kept up-to-date with our learnings and current norms. If something is missing from the Handbook, please Slack @hiring.

The interview lifecycle

How to open a new job

Identifying candidates

You are here: The interview process

How to extend an offer

How to onboard a new hire after offer acceptance

Preparing for an interview

Training: all interviewers must review and complete interview training before participating in any interviews.

• How to lead a legal interview.
• How to provide a positive candidate experience.

System set up: all interviewers must have the below systems set up before interviewing.

• How to use Greenhouse, our ATS where all interview feedback lives.
• How to use BrightHire, our interview recording tool .

Role familiarization: prior to the interview, open up the interview kit in Greenhouse (the link can be found in your interview calendar invite). In the interview kit, you’ll be able to view the candidate’s resume, the job description, and the structured interview questions you will ask during the interview.