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.