The Hiring Process

Hiring Team

Current Hiring Team:  Yuliana Yurieva, Ant Miller, Ryan McCue, Jenny Wong, Siobhan McKeown, Tom Willmot, Noel Tock, Joe Hoyle

Human Made receives a high volume of job applications. It was formerly the responsibility of the CEO to review every application but we now have a hiring team that triages applications and keeps the process moving. Anyone can become part of the hiring team and we will normally ask people to join for a period of 3-6 months. If you would like to join the team, leave a comment on this đź”’ trello card. The hiring team should be representative of the entire company, comprising many different backgrounds and skillsets.

Hiring Process

We use a đź”’ Trello board to keep track of the process.

  1. New Applications

When a new application is sent to it is automatically forwarded to the New Applications list on Trello. We will do an initial triage of these applications and move them to the following lists:

  • Needs second opinion
  • Initial conversation
  • No, send email

Each application is individually assessed. We will look at their Github profile, WordPress profile, website, LinkedIn, Resumé, and any other additional information they provide. Some of the questions we ask are:

  • Do we currently have an opening in the role they are applying for?
  • Are their development skills of the level required for our clients?
  • Do we have hiring needs in a specific region? (EMEA, APAC, Americas)
  • Does their application make them stand out as someone we would like to speak more to?

Every new application should go through this initial review within one week.

2. No, send email

These are people who are obviously not good hires for Human Made. Someone from the hiring team will send an email to tell them that they have not been successful. We have a set of boilerplate emails for this but the hiring team may leave a comment on the card with guidance about additional information. For example, if we like them but we don’t have an opening right now we may ask them to get in touch again in six months, or if they don’t have enough experience we may ask them to apply for an internship.

“No” emails should be sent out within two weeks. [Note: if you have been moved to the Needs Second Opinion board it will take longer for you to receive a No email as it means more people are looking at your application internally.]

3. Needs second opinion

These are applications that look credible but that need more investigation in order to properly assess whether they are a good fit for the company. These will normally be assigned to an expert, whether that’s on the hiring team or someone else in the company, who will do a deeper investigation. Things they may do include:

  • Reviewing code quality on Github
  • Looking at previous employers
  • Reading references on LinkedIn
  • Doing an in-depth review of their portfolio
  • Reading blog posts or any other public information

Those applications needing a second opinion should be reviewed within one week and returned to at the following hiring meeting.

4. Initial Conversation

Currently the initial conversation is usually with Siobhan (Director of People Operations). Siobhan will contact the person, either via email, Slack, or Skype, and start talking to them about their experience and the possibilities of a role at Human Made. This is usually text-based and gives us the opportunity to see how they would fit in, assess their experience, and gives them a chance to ask any questions of us.

Siobhan will contact the person within one week of a decision being made to start the initial conversation. The length of the conversation will vary depending on the candidate’s circumstances.

5. Second Interview

This second interview is usually with Joe for developers, but may be with someone else in the company who is appropriate for the applied for role. As opposed to the initial conversation this interview usually takes place over voice and allows the interviewer to dig further into the person’s skill level. On the basis of this interview we will make the decision about whether to move forward to trial.

6. Trial

Once the candidate moves to trial, the below checklist should be added to the Trello card. You can use the copy checklist feature to import it from the template card:

o trial contract
o NDA signed
o Add to Slack
o trial buddy selected (note in comments)
o trial project selected (note in comments)
o added to onboarding P2 by trial buddy
o onboarding process started

A private Slack channel should be created and named “trial-firstname-lastname”. The trial buddy, 3 partners and trial project team should all be invited. This can be used to discuss the trial throughout the process.

Part-way through the trial process, Tom will gather initial feedback and if needed chat to the trialist about it.

At the end of the trial process, Tom will gather feedback from everyone involved and ask everyone to DM him with one of the following:

  • Strong No – We shouldn’t hire this person
  • Weak No – They’ve not been great, probably shouldn’t hire them
  • Weak Yes – They’ve been Ok, fine to hire them
  • Strong Yes – They’ve wowed us and we should hire them

Tom, Joe and Noel will then make a final hire/no-hire decision.

Tom will run a final feedback session with the trialist, if it’s a no then feedback will be given and that will be it. It’s important that trialists who aren’t successful are off-boarded and have their access removed. If it’s a yes then Tom will negotiate salary and discuss any practical details about transitioning to full-time.

7. Job offer

This person’s trial was successful and we will offer them a job. When the hiring process is complete the card can be archived.

8. For the Future List

We have a list called “For the future.” These are people who we would like to join the company but for whom we are currently unable to find the right role. The hiring team regularly reviews this list to see if we should contact these people again.