Remote company managers are talking about why they are running a remote team and how did they start. They also share ideas about what are the biggest benefits of remote work and why it's here to stay.
Remote team leaders about building a remote team and how are they hiring for remote jobs in their company. They also share tips about how to stand out when applying for remote jobs.
Practical tips from remote companies about managing a remote team – how to measure productivity, where to work from and about planning company retreats to bring the remote team together.
Remote team leaders answering questions about their daily life in a remote team regarding communication, tools and more. They also share tips for companies planning to start working remotely.
We conduct all interviews via video conference using Zoom.
Your recruiter will communicate with you exclusively via email and Zoom. We do not use phones.
Our interview process varies slightly based on role, but in general involves the following steps: HR Interview, Technical Challenge, Team Interview, Hiring Manager Interview, Outcome Call.
Note: We understand that interviewing is a two-way street. You are welcome to ask questions to any of your interviewers. We love questions - they show your curiosity! We do ask, however, that you save your remuneration questions for the HR team.
If at any point in the interview process the team decides you are not a fit for the role, we will promptly notify you of your status.
We invite candidates who make it to the final stages of our interview process to share their feedback with us via an anonymous survey.
After reviewing applications and starting some interactions with candidates that stand out, we set a first interview, which is intended to get to know the candidate better and see if s/he would be a nice fit for the company culture. We also proceed with some personality and aptitude tests. All info is shared with the team leader of the team we’re hiring for. We decide together if the candidate passes to a second technical interview. For some roles, like support, the second interview is the last. For developer roles, the technical part involves two different interviews and a task to be delivered.
Our People Operations team reviews every application and shortlists applications that meet or exceed the expectations of the skills we're looking for and reflects value-alignment in the quality responses provided to the application questions. From there, the hiring committee reviews the shortlisted applications to select those that match the skill set we're looking for and then they are invited to the hiring process. The process can vary, but generally consists of 3 interviews and a take-home test project.
First, we review all applicants and create a list of all who meet the requirements (while generally allowing through a few exceptions where someone really catches our eye despite not quite meeting the requirements). Second, we hold a short call with the most competitive candidates to go over the requirements and provide a little more information about what it's like to work for Kinsta. This also gives us a chance to interact with each candidate to see if they meet our standards for professionalism and communication. Third, we create a shortlist of the most promising candidates and hold interviews. Depending on the role and number of candidates there may be multiple rounds of interviews. Finally, we settle on one or more candidates and send them an offer.
We established a quite long and thorough hiring process over the past year. Candidates have to do structured interviews with five different people at Stanwood, among them future colleagues, team and platform leads and me. We do it because we want to get to know the person as best as possible under such unnatural circumstances. And even more importantly: We want to eliminate personal bias in our hiring decisions. Did you know people decide within ten seconds if they want to hire a person or not? The rest of the time, they subconsciously try to justify their decision.
My tip to candidates who would like to join Stanwood is:
- Don’t get intimidated by our hiring process. It’s for our mutual benefit and it gives you a chance to get to know us, how we work and if you feel comfortable working with us.
- And secondly: Don’t try to impress us and pretend to be someone you are not. It will come out over time and bite you and us in the ass. We hire you with all your strengths and weaknesses. We know everyone makes mistakes, we make a lot of them. The important thing is to analyze those mistakes and learn from them. That’s the only way to become better developers, managers and people.
- Our opinion to videos: They are a nice gimmick to stand out in the first selection round. But for us, skills, experience and personality count. Videos show an image of what a candidate wants us to see. But we want to get to know the whole person, not just the image of who she/he wants to show us.
BTW: We hire by a “Hell Yeah” criteria, meaning all five interviewers have to say “Hell yeah” to the candidate. If there’s just one who’s against the decision, we don’t hire the person. That’s a lengthy process, but it pays off every time. Wrong staffing decisions cost you much more time, money and effort than taking your time until you find the perfect candidate.
It's no secret a CV doesn't really say anything about a person. So we decided to skip that step. Instead, we use short skills tests to find the best candidates without skimming through piles of paper.
A remote work environment doesn't suit everyone. Therefore, we interview prospective candidates and offer the top prospects a paid test drive. This gives potential team members the chance to show off their skills and collaborate with our team.
- Automated skill screening
- Call with the COO for fit
- 1 week paired with an experienced employee for in-depth skill assessment and culture-fit
- 3 month trial period on real projects to further assess it all
We do not compromise on our core values: transparency, humanness, involvement, improvement