We find hiring new people is one of the hardest process a company will do. That’s why we wont provide a how to because we know ever process is different.
At VIX we have tried a number of hiring processes, we have mimicked the public sector processes, attempted to copy the cool tech companies and we have made a few mistakes along the way. We have now settled on a process that works for us and we believe is the represents the optimal amount of time, effort for both parties to identify if we are a match for each other or not as quickly as possible.
Here are some of the principles we follow:
- If it isn’t a definite yes then it is a no, there are many people we really like but they don’t match our values and culture and there are many people who do but don’t have the skills we need. As soon as we feel like it’s not a yes, we will tell you it is a no to save your time and emotional anguish.
- If you apply for a role via any means, we need to see code, designs, artefacts etc, right up front, we will look at these first, then your CV.
- If things go well we will invite you to a skype or similar call with a senior manager and a person who is in the same or as close as we can get role that you are applying for.
- After the Skype interview if we decide to go further you will be invited in to work on something real, either pairing or part of a hack day with the team and the CEO.
While some of this may sound quite harsh and binary, this is done with the very best of intent to ensure we are a good fit for each other. We treat our company and culture as a product, that needs to be managed like a product to ensure we get the very best out of it so it meets the needs of our customers.