Stage 1

Application Received

After you've submitted your application, our hiring committee will be notified to review. We typically start reviewing applications two weeks after an open position is posted, and on a rolling basis thereafter until a decision is made. If you are a potential match, we'll schedule a call or virtual meeting to learn more about your skills and experience.

Stage 2

Application Review

The hiring committee reviews all applications and assesses if a candidate's skills and experiences meet our selection criteria. Selection criteria is a list of skills and experiences that are either required or would be ideal for a candidate to possess to be successful in a role. The selection criteria guides our assessment of candidates to inform whether or not we move a candidate forward in our hiring process.

Stage 3

Phone Screen

Phone screens are an initial touch point to meet candidates and assess if they :

Still interested in the role
Have a solid understanding of the role and responsibility
Have the basic skills and experience required for the role

Screening calls are relatively quick and helps us streamline the hiring process to narrow down the candidate pool.

Stage 4

First Round Interview

First round interviews are conducted by members of our hiring committee. We strive to have all committee members join interviews for consistency but sometimes our schedules don't allow for that! You can expect at least two committee members to join this interview.

Questions in the first interview round focus on further assessing candidates on the position’s “Must Haves” with the goal of getting the candidates with the most Must Haves to the final round.

Stage 5

Second Round Interview

Second round interviews are also conducted by members of our hiring committee. Depending on the hiring committee configuration, we may bring in other staff members to be a part of the final interview if we think their perspective(s) would be valuable for the final decision.

Candidates that progress to this round meet most if not all of the Must Haves. We focus the conversation on the "Nice to Haves" and may dive deeper into a piece of the conversation from the first round interview.

At this point we also ask candidates to complete a short exercise. Assignments are used to see how a candidate would respond to an observable and common job function.

Stage 6

Feedback

As we're a very collaborative team, we like to engage all staff in hiring processes to inform decisions since we all work closely together. This means that we share candidate materials and hiring committee notes with our full staff to get feedback on top candidates.

Before extending an offer to a candidate, we conduct reference checks and request that at least one reference is from a former employer. If the hiring committee is having a difficult time making a recommendation between multiple candidates, we may check the references of the top candidates to help inform the decision.

The hiring committee uses references and staff feedback to determine which candidate will receive an offer.

Stage 7

Offer

In this stage of the process, we make an offer to a candidate. If you've made it to this point, this means that we think you would make a great addition to our team and have the skills to be successful in the role!

We'll get clear on salary and talk through available benefits, location, start date, and answer any remaining questions the candidate has prior to sending an offer.

Stage 8

Welcome aboard!

The last stage of this process is to welcome the final candidate to the team and begin the onboarding process! During this stage, we'll work through paperwork, logistics, and final administrative needs to get you set up as an employee. This work begins shortly before an employee's start date.

We're looking forward to working with you!