Process
The interview process at Awell consists of 6 phases:
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Screening (30min) Written interview (60min) “Day-in-the-life-of” exercise (60min) Panel culture interviews (75min) Final conversation with Thomas, Awell’s CEO (45min) Reference calls
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Screening
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The screening call may be performed by the hiring manager or by a third party. The objective of the screening call is to: Do first introductions Assess the motivation of the candidate (e.g. why Awell, what gets you up in the morning, etc.) Ensure we don’t encounter blockers later in the process (e.g. salary expectations, responsibilities, remote culture, etc.)
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Written interview
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The written interview is based on the experiences from Safegraph. More info can be found here. |
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The objective is that the candidate can complete the interview in ~60 minutes.
“Day-in-the-life-of” exercise
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The best way to predict performance on the job is to actually do the job. Therefore, we include an exercise that mimics what the candidate would do once hired. |
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Engineering: Review/discuss a piece of code that was written recently, discuss how to implement a new functionality requested by a customer, etc.
Sales: Mock sales call with a customer
Marketing: Brainstorm ideas to increase awareness of CareOps
Customer support: mock support requests by customers
Panel culture interviews
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As mentioned in our hiring principles, culture comes first. Therefore, we include approximately 75 minutes of conversation with 2 Awell team members. They’ll assess the fit with our Values. |
Final conversation with Thomas
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Thomas, Awell’s CEO, will interview every candidate that successfully passed the previous rounds. |
Reference calls
As a final step, we also do 1-2 reference calls with a candidate’s previous employers.
Interview evaluation
To make the evaluation as objective as possible, we use a scorecard to assess each candidate.
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