Wiredcraft has been bursting at the seams this past year; in fact, we doubled in size (from 16 to 33) and even expanded to Berlin. Hopefully, you’ve noticed our Twitter feed filling up with a lot friendly faces joining our company. We’ve worked really hard to tighten up our HR processes in the face of this incredible growth and part of this was improving our hiring workflow, so that we could make sure to get the best candidates in a timely fashion.
Our hiring process is a little different than most companies. We use GitHub for everything, including how we hire, and this is how we write and track issues. This means that your application is not reviewed by an HR manager and simply closed out or ignored; our applicants are reviewed by our team and the tickets are completely open for anyone to comment on and participate in the hiring process. We have a whole repo dedicated to recruitment and synced it up with a Slack channel to boot.
This is typically how our hiring process works. Of course, there are exceptions to every rule and we occasionally will have an extra interview or skip the task, but only if the situation calls for such a deviation. We also try to move the process along as fast as possible. You know what they say: “If you’re not first, you’re last.” A quote from a dumb movie, sure, but perfectly true in the talent game: no one likes waiting, whether they’re prospective hires or clients needing more work from us. We’re always working to improve our recruitment process, so apologies to those unfortunate souls who suffered with us while ironed out the kinks.
50 applicants a month, 10 interviews a month, 1 offer a month.
We know it’s unusual, but we prefer to keep our job applications open for our core positions (developer, designer, etc.) year-round. This is different from the norm and might not be for everyone, but Wiredcraft isn’t your run-of-the-mill company. We don’t leave our job ads up because we’re too lazy to take them offline (it’s as easy as flipping a switch); we think both the applicant and the company can profit from us posting evergreen job ads.
As we said, this choice has twofold benefits: for us and for the applicants. First, let’s examine how Wiredcraft is better off using this practice, as that will shed light on how it benefits our applicants:
On the flip side of the coin, applicants will reap some benefits, too:
The most important thing for applicants in the reconnect position is to provide them with personalized (whenever possible) and clear feedback and not just ignore them. Let them know that you’ll reach out to them in the future, offer comments on their work, and give them the opportunity to opt out of the holding pattern.
Sending reconnect letters chews up our time and we’re testing out some automation to make the process run faster for everyone. Here’s why we make sure talented folks know we’re interested, even if hiring them isn’t in the cards right now:
With an increasing number of great applicants coming in, we find ourselves reviewing our hiring processes and working really hard to build and maintain relationships with smart, creative and interesting people, whether they’re designers, developers, marketers, or someone with superpowers.
Does your company have a creative hiring process? What’s the most unique hiring process you’ve had? Are you smart, creative and interesting? Well, what are you waiting for? Check out our job ads or chat with us on Twitter (@wiredcraft). You might find yourself becoming the newest addition to Team Wiredcraft.