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Update hiring handbook (#10544)
. --------- Co-authored-by: Mike McNeil <mikermcneil@users.noreply.github.com>
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@ -380,7 +380,7 @@ Every new position being created goes through this process before interviewing,
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- Keep the structure of the document identical. Change only the job title, "Responsibilities", and "Experience".
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- In the same pull request, add a link to your new job posting to the bottom of ["📖 Company#Open positions"](https://fleetdm.com/handbook/company#open-positions) in the handbook.
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- State the proposed job title, include the appropriate departmental emoji, and link to the "living" fleetdm.com URL; not the GitHub URL. _(This is where the new page _will eventually exist_, once this pull request is merged. For now, if you were to visit this URL, you'd just see a 404 error. So how can you determine this URL? To understand the pattern, visit other job description pages from the [live handbook](https://fleetdm.com/handbook/company#open-positions), and examine their URLs in your browser.)_
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3. **Get it approved and merged:** When you submit your proposed job description, the CEO will be automatically tagged for review and get a notification. He will consider where this role fits into Fleet's strategy and decide whether Fleet will open this position at this time. He will review the data carefully to try and catch any simple mistakes, then tentatively budget cash and equity compensation and document this compensation research. He will set a tentative start date (which also indicates this position is no longer just "proposed"; it's now part of the hiring plan.) Then the CEO will reply promptly in the `#hiring-xxxxx-YYYY` Slack channel, at-mentioning the original proposer and letting them know their position is approved. (Unless it isn't.)
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3. **Get it approved and merged:** When you submit your proposed job description, the CEO will be automatically tagged for review and get a notification. He will consider where this role fits into Fleet's strategy and decide whether Fleet will open this position at this time. He will review the data carefully to try and catch any simple mistakes, then tentatively budget cash and equity compensation and document this compensation research. He will set a tentative start date (which also indicates this position is no longer just "proposed"; it's now part of the hiring plan.) Then the CEO will start a `#hiring-xxxxx-YYYY` Slack channel, at-mentioning the original proposer and letting them know their position is approved. (Unless it isn't.)
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#### Approving a new position
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When review is requested on a proposal to open a new position, the CEO will complete the following steps when reviewing the pull request:
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@ -443,12 +443,18 @@ This section is about hiring a new core team member, or fleetie.
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> **_Note:_** _Employment classification isn't what makes someone a fleetie. Some Fleet team members are contractors and others are employees. The distinction between "contractor" and "employee" varies in different geographies, and the appropriate employment classification and agreement for any given team member and the place where they work is determined by CEO during the process of making an offer._
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Here are the steps hiring managers can follow to get an offer out to a candidate:
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1. **Schedule founder interview:** Schedule 30m for the CEO to interview the candidate, if they haven't already done so.
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1. **References** Ask the candidate for 2 references and conduct the reference checks
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- The reference check template, with further instructions, can be found [here](https://docs.google.com/document/d/1LMOUkLJlAohuFykdgxTPL0RjAQxWkypzEYP_AT-bUAw/edit?usp=sharing).
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- Reference checks can be conducted in parallel with the following steps.
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2. **Compile feedback on the candidate**
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- Compile the feedback in one document including links to supporting documents such as links to portfolio or challenge submissions.
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- Share this document with the CEO.
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3. **Schedule founder interview:** Schedule 30m for the CEO to interview the candidate, if they haven't already done so.
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- At Fleet, the CEO interviews every new team member at least once before Fleet extends an offer. (We plan to continue this practice until headcount reaches 100.)
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- No need to check with the CEO first. You can just book the meeting on his calendar.
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- Schedule the meeting directly on the CEO's calendar during a time he and the candidate are both explicitly available according to that calendar. Available means whitespace.
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- Either use Google Calendar directly, or offer to use the CEO's 30m Calendly link. _It is up to you, the hiring manager, to get this meeting scheduled and showing up at a time on the CEO's calendar._
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- _If this is an engineering position_, before the CEO interview, please also be sure that the candidate has already been interviewed by the CTO. If not, include the CTO in this interview.
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- _If this is an engineering position_, before the CEO interview, please also be sure that the candidate has already been interviewed by Zach Wasserman. (If not, feel free to include Zach in this final interview.)
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- The personal email the candidate uses for this calendar event is where they will receive their offer or rejection email.
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2. **Add to team database:** Update the [Fleeties](https://docs.google.com/spreadsheets/d/1OSLn-ZCbGSjPusHPiR5dwQhheH1K8-xqyZdsOe9y7qc/edit#gid=0) doc to accurately reflect the candidate's:
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- Start date
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@ -459,9 +465,9 @@ Here are the steps hiring managers can follow to get an offer out to a candidate
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- LinkedIn URL _(If the fleetie does not have a LinkedIn account, enter `N/A`)_
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- GitHub username _(Every candidate must have a GitHub account in "Fleeties" before the company makes them an offer. If the the candidate does not have a GitHub account, ask them to create one, and make sure it's tracked in "Fleeties".)_
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> _**Tip:** A revealing live interview question can be to ask a candidate to quickly share their screen, sign up for GitHub, and then hit the "Edit" button on one of the pages in [the Fleet handbook](https://fleetdm.com/handbook) to make their first pull request. This should not take more than 5 minutes._
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3. **Confirm intent to offer:** At-mention `@mikermcneil` in the `#hiring-` channel and indicate that you would like for Fleet to make an offer to the candidate. Let him know
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3. **Confirm intent to offer:** At-mention `@mikermcneil` in the `#hiring-` channel and indicate that you would like for Fleet to make an offer to the candidate.
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#### Making an offer
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#### Making an offer (CEO only)
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After meeting with the candidate for their final interview, the CEO uses the following steps to make an offer:
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1. **Review decision:** The CEO reviews the data and decides whether it still makes sense to make this offer to this person in this role. If not, he lets the manager know. Otherwise, he continues with the offer.
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2. **Adjust compensation:** [Re-benchmark salary](https://www.pave.com), adjusting for cost of living where the candidate will do the work.
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