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By marcinlejman

May 14,2018

At Buffer, we try to keep a beginner’s mind: always experimenting, pushing the boundaries of the future of work and aiming for a “what if” mentality.

This is true in how we hire new teammates as well. We’ve recently added several new teammates to the Buffer team and thought it might be helpful to give Open blog readers a look behind the curtains at our full process.

This process has evolved over time and works well for us, though we’d never recommend taking a copy/paste approach – hiring practices are different for companies of all shapes and sizes.

Instead, perhaps this post can give you an extra data point as you work in your own organization to understand your needs and priorities, grow your team and make the most of everyone’s time (including the candidates’).

Heading Title A Goes Here

Before we post a new job listing, we always try to ask ourselves a number of questions about the role’s business need, high-level objectives and goals, and needed skills. We take care to record these as a team – they become invaluable at later stages of the process!

Some of our questions include:

  • What are the objectives of the role?
  • What goals need to be achieved a year from now for us to consider this teammate a successful hire?
  • For an amazing candidate to accomplish that, what do they need to do during their first 45 days at Buffer?
  • What are the traits, skills, and qualifications this person will need to be successful?
  • Who will be involved in the hiring process and at what point?
  • Does everyone understand their commitment to participating in the process?

We do this asynchronously on a shared document and then follow up with a kickoff meeting before we open the role to align everyone who will be involved in the hire.

Homerun

We do this asynchronously on a shared document and then follow up with a kickoff meeting before we open the role to align everyone who will be involved in the hire.

Homerun

We do this asynchronously on a shared document and then follow up with a kickoff meeting before we open the role to align everyone who will be involved in the hire.

Heading Title C Goes Here

Once we’ve gathered a talented pool of candidates for the role, we enter the review and interview phase.

Review Candidates
Timeframe: One week
Duration: 20 hours

The starring system and the notes section in Homerun makes it easy for everyone involved in the hiring process to review candidates on their own time.

Interview One: Culture and Values Interview
Timeframe: Two weeks

Generally, our first interview is focused on culture, aimed at understanding the candidate and what they value and gauging alignment with Buffer’s specific values.

Heading Title D Goes Here

After all the interviews, everyone who’s been involved with the process makes their independent assessment of which candidate should join the team.

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