Candidates can experience the company culture firsthand by attending events like the Super Weekend. This allows them to see what working there is really like.
Meeting actual customers and solving real-world problems helps potential hires understand the company's mission and approach better.
The company commits to hosting regular Super Weekends to attract talented individuals and let them see how great the team is. It's a chance for candidates to really opt-in rather than just applying.
Clipboard Health is using real-case programming problems in their hiring process. This helps them see how candidates actually work and fit into their async work culture.
They believe that using LLMs, like chatbots or AI tools, is okay during assessments. They see these tools as standard parts of a modern engineer's toolkit, not as cheats.
By allowing LLM use, they hope to create better assessments that truly evaluate a candidate's skill, helping to find the best engineers for their team.
The company uses case studies in the hiring process to gauge candidates' writing skills, which are essential in their remote work environment. They want to see how well candidates can communicate their ideas.
Feedback from employees is collected through surveys and stay interviews to understand their experiences and improve the company. This helps the company avoid becoming too corporate and stay aligned with its values.
The hiring process is designed to be fair and based on talent rather than connections or credentials. While some may find it tough, it aims to find the best fit for the company.
Clipboard is offering a $2,500 reward for anyone who refers a successful hiring candidate. This encourages people to share more job possibilities with their networks.
Hiring is crucial for any company, and Clipboard wants to improve how they discover and attract talent.
They prefer a larger number of candidates over just one perfect match, aiming to widen their search for top talent.
Evaluation of performance in the Product organization focuses on inputs like quality of thinking over outputs.
Avoiding using output targets to evaluate performance is important to maintain a customer-centric culture, prevent tunnel vision, and discourage risk aversion.
While metrics are essential, team members are rewarded for excellent inputs rather than just meeting success criteria, emphasizing the priority of creating value for customers.