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How does your remote company's hiring process for remote jobs look like?

5 remote companies like GitLab, OnTheGoSystems and Doist talk about how does their remote company's hiring process for remote jobs look like

Why remote?

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.

Hiring remote

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.

Managing remote

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.

Working remotely

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've published our entire hiring process in our company handbook so that candidates know exactly what to expect: https://about.gitlab.com/handbook/hiring/interviewing/

August 21, 2019

GitLab

The first single application for the entire DevOps lifecycle
πŸ™ 252 locations
🌎 51 countries
πŸ€“ 501+ members

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.

November 1, 2019

OnTheGoSystems

HIRING
We believe that people, not products, make the difference.
πŸ™ 77 locations
🌎 41 countries
πŸ€“ 51-200 members

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.

August 16, 2019

Doist

HIRING
Building the future we want to work in
πŸ™ 49 locations
🌎 25 countries
πŸ€“ 51-200 members

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 β€œHell Yeah” criteria, meaning all five interviewers have to say β€œHell 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.

October 23, 2019

Stanwood

Digital Agency For Mobile App and Web Development
πŸ™ 18 locations
🌎 9 countries
πŸ€“ 11-50 members

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. It also lets us see how self-motivated the person is and how well they communicate in a remote setting.

August 21, 2019

Teamweek

HIRING
Beautifully simple planning
πŸ™ 10 locations
🌎 10 countries
πŸ€“ 11-50 members