The first step in our hiring process was creating a detailed job description, which we like to call a “Requisition” or “Rec.” This description was super specific, covering job roles, responsibilities, and payment structures. We soon realized that breaking down the tasks into detailed steps helped set the right expectations for potential candidates. To filter out the candidates who genuinely read through the entire job description, we added a “special instruction” at the bottom. It worked like a charm!

The screening process was crucial to us. We wanted to ensure that candidates genuinely read and understood the job description. We used snippets to streamline our responses and engaged candidates by sending three individual messages. The third message was the golden one, where we asked candidates to schedule a meeting using a tool called Calendly. This made it a whole lot easier to coordinate interviews across different time zones.

The interview process was where we ensured a good fit both culturally and professionally. It helped us determine if the candidate’s skills aligned with our expectations. Our templated interview questions covered various aspects, including expectations from the job, desired compensation, and availability. It provided a clear understanding of who we were hiring and why.