Agile Hiring at Scale by Yon Bergman
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The document discusses agile hiring at scale for an engineering team that grew from 60 to 120 members from 2016 to 2017. It outlines the values of efficiency, candidate experience, consistency, and diversity. Enablers for scaling included an applicant tracking system, scorecards, reports, and weekly syncs. Metrics on interview stages and offer rates are provided. The importance of culture fit is discussed in ensuring all voices are represented. Teams that can work well together are prioritized over other factors. Unique interview experiences like lunches and mock runs are described to make interviews more memorable and different.
Agile Hiring at Scale by Yon Bergman
- 2. @yonbergman YON BERGMAN VP ENGINEERING WEWORK TECHNOLOGY
- 5. 9:41
- 8. @yonbergman #ofEngineers 60 120 Time APRIL 2016 APRIL 2017 APRIL 2018 APRIL 2019
- 14. @yonbergman EFFICIENCY CANDIDATE EXPERIENCE CONSISTENCY DIVERSITY VALUES
- 20. @yonbergman Onsite 1 51% (40%) Onsite 2 59% (60%) Onsite 3 20% (75%) Offer 81% (90%)
- 22. @yonbergman THE NOTION OF CULTURE ADD REFLECTS A DESIRE TO ENSURE ALL VOICES, OPINIONS, VIEWS, UPBRINGINGS, ETC. ARE REFLECTED.
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- 24. @yonbergman WE PRIORITIZE ENGINEERS WHO CAN WORK IN TEAMS OVER ALMOST EVERYTHING ELSE
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- 35. @yonbergman * MOCK RUN
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- 37. WHAT WE LOOK FOR PLEASANTNESS TEAMWORK COMMUNICATION PROBLEM SOLVING
- 42. Sam Altman @sama If you notice something at your company below standards and don't fix it or make sure someone else does, you have set a new standard. Complaining about it does not count as fixing it.
- 43. YOU CAN RUN EXPERIMENTS TOO