[https://docs.google.com/document/d/1hXWjrpDlHcVXtE_sAmoyiK6hkg8-Pz8eDXRlsQp3xKA/edit]

SCREENING
This is the initial step in our hiring process.
Purpose: Determine if a person should officially enter our hiring and evaluation process
Role fillers: All August team members can screen a candidate and recommend that they move on to a 1st interview

There are two types of screening scenarios, each calling for a different approach:
1. We know that the person is interested in working at August, but we don’t know if they’re a promising candidate. In this case, we can use any type of candidate research to determine if the person might be a good addition to our team. Research may include any of the following: reading a candidate’s inquiry note / cover letter, reviewing the candidate’s LinkedIn profile, reading any published writing (Medium.com, etc.) by the candidate, and an informal conversation with the candidate.
2. We know that they’re a promising candidate, but we don’t know if the person is interested in working at August. In this case, an August member who might know the person or be familiar with their work should speak directly to the candidate and find out if the person is interested in possibly joining the August team. It is important during the conversation to be clear that this does not entail a job offer, but rather an invitation to formally speak with other August members about their potential as an August team member.

Once the candidate officially enters the hiring and evaluation process, the following Screening Information should be collected and shared with all interviewers:
- How many total years of professional experience does the candidate have (across all jobs)?
- How many years of directly relevant professional experience does the candidate have?
- Does the candidate have any relevant advanced degrees?
- Does the candidate have any relevant certifications?

INTERVIEW FEEDBACK
Everyone who interviews a candidate, and recommends that they continue through the evaluation process must share their candidate feedback in an interview feedback document set up by the Hiring Advocate for the candidate. Feedback should be documented within 1-2 hours immediately following the interview.
Interview Feedback includes:
What gives you confidence that this candidate will succeed inside ‘enterprise’ (i.e. large, scaled, global, Fortune 1000) orgs?
What about this candidate would you be excited to tell a client?
What is 1 specific anecdote that made you excited about their capacity?
Are there any important things to note about when the candidate would be available to join August or any other dependencies?
What makes this candidate awesome?

INTERVIEW QUESTIONS
It is up to the interviewer to choose questions that help them get answers to the questions above, and to assess the candidate’s capacity level.
These are questions that we’ve found to be useful:
- How did you end up doing what you do?
- What have you been working on in the past 1-2 years? What specific organizations? What were the projects? Can you describe the team that owned those - projects? What was your role on the projects?
- What’s something you’ve done in your career that you’re most proud of?
- What are some of your favorite things about your current job? And what do you wish was different?

CAPACITY SURVEY
Everyone who interviews a candidate, and recommends that they continue through the evaluation process must complete a Capacity Survey to share their estimation of the candidate’s capacity level.

After the candidate has completed the evaluation process, the August team’s collective assessment of their capacity - via this survey - is used to determine the starting capacity level (and compensation) we offer to the candidate.

1ST INTERVIEW
Timing: To be completed within 2 weeks after Screening

This is the most uncertain step in the candidate evaluation. It’s the point when we have the least amount of information. Therefore, there’s likely to be the most variation in the best way to conduct the interview.

Here are a few tips for how to make the most of it, and make sure that we get what we need to make a wise decision about either moving the candidate on to round 2 or telling them ‘no’.

Recommended time: 30 minutes

Do your homework. We have a process, follow it.
Set up new candidate feedback document
Complete Screening Information
Review “cover letter”
Review LinkedIn and any other online stuff
Review Capacity Level Definitions

Know what questions you need to answer by the end of the interview:
Do you recommend that they proceed to a 2nd interview?
What gives you confidence that this candidate will succeed inside ‘enterprise’ orgs?
What about this candidate would you be excited to tell a client?
1 specific anecdote that made you excited about their capacity
Do they require any Visa or immigration authorization to work in the U.S. or UK? What type?

Discover their ‘why’. Find out how they ended up doing what they do, and what led them to think they want to do what we do. (Also, do they know what we do at August?)
Complete the Candidate Feedback and Capacity Survey within 1-2 hours immediately following the interview.

In addition to completing written feedback form, Gustos hand off interviews either on Slack or in an in person chat, and take this as an opportunity to specifically address any flags.

2ND INTERVIEW
Timing: To be completed within 1 week after 1st Interview

The 2nd interview is a critical step in our evaluation. It’s our chance to affirm – or not – that the candidate has the passion, curiosity, and potential to excel as an August team member.
Recommended time: 30 minutes

Do your homework. We have a process, follow it.
Review “cover letter”
Review LinkedIn and any other online stuff
Review ALL screening info and 1st interview feedback
Review Capacity Level Definitions
Know what questions you need to answer by the end of the interview:
Do you recommend that they proceed to a Chemistry Test?
What makes them awesome?
1 specific anecdote that made you excited about their capacity
What would they add to August?
Complete the Candidate Feedback and Capacity Survey within 1-2 hours immediately following the interview.

CHEMISTRY TEST
Timing: To be completed within 2 weeks after 2nd Interview

To decide if there’s a good mutual fit, we find that it’s valuable for the current August team and a candidate who is considering joining us to spend time side by side working on a real challenge, related to our day-to-day work.
We call this session a “Chemistry Test” because it helps us all discover what we might accomplish together if we combined our styles, skills, and know-how. The Hiring Advocate should prioritize in-person participation.

The following Gusto perspectives should be present at each Chem Test:
- Tenure of more than 1 year at August
- Capacities 1-3
- Capacities 4-6
- Hiring Advocate
- Any other perspectives (including gender, race, sexual orientation, etc.) based on the discretion Hiring Advocate

TIPS: We want every candidate to do their best, and we’ve designed this session to highlight each candidate’s intuition, insight, and creativity. In particular, we’re excited about candidates who make their presence felt and share their passion for this work. We recognize that different people do this in different ways, and we welcome that difference.
There are 2 versions of the Chemistry Test, depending on the candidate’s capacity level.
Chemistry Test A - for candidates at Capacity Levels 1-3
Chemistry Test B - for candidates at Capacity Levels 4-6
If feedback for a candidate indicates that they are in the 3-4 capacity level range, it is suggested that Chemistry Test A is given so that candidate can be successful. All participants should complete the Capacity Survey within 1-2 hours immediately following the Chemistry Test.

FINAL DECISION
After the Chemistry Test, and after all Feedback and Capacity Survey information has been collected, the Hiring Advocate should make a proposal on whether or not to make an offer to the candidate, and at what Capacity Level.
The Hiring Advocate should use an advice process to give the team the ability to ask clarifying questions, and to share reactions, suggestions, and any concerns or qualifications before they make their decision.

CLOSING CONVERSATION
Once we have decided that we want the candidate to join our team, and are ready to make an offer, the Hiring Advocate should have a final conversation with the candidate before the official offer is shared. The Closing Conversation is the last – and arguably most important – step in the hiring process. This is our chance to let the candidate know how much and why we’re excited about them joining our team, and to find out if there is any additional information we should be aware of.
This is our recommended guide for the Closing Conversation:
Tell the candidate something that you like about them already.
What would make your first 90 days at August AWESOME?
If you imagine what your career at August looks like 3 years from now, what are the highlights?
If you end up turning down our offer, what would be the reason?
What will make it easy for you to say yes?
What else should we be aware of?
Share what our Capacity Level assessment is, and the corresponding Compensation. How does this fit with your salary expectations?*
If Visa or immigration authorization is required. Confirm latest possible start date and necessary support from August. The latest possible start date goes in the offer letter.
What remaining questions do you have?
*We do not ask any candidate to share their salary expectations with us before we share our proposed offer. (For context…)

Created: Sep 22, 2016
Last Updated: Oct 2, 2018
Affects Domain: All Functions & Activities Within the Circle