Strengthens Medium's team by bringing in excellent staff members
Brings new candidates into the pipeline and understands how to evaluate candidates at Medium
Reviews existing network for hiring leads regularly
Shadows interviews to gain familiarity with process
Reviews current job postings regularly
E.g. Completed interview calibration
E.g. Set up casual sessions to practice asking questions
E.g. Referred appropriate individuals for open positions
Interviews regularly, helps the team make meaningful hiring decisions, and helps build a diverse pipeline
Uses interview rubric to provide clear, objective feedback on candidates
Interviews candidates with empathy and treats them all with equal respect
Researches approaches for sourcing candidates and diversifying hiring
E.g. Added observable evidence for every rating
E.g. Started a monthly brunch for candidates to meet Medium employees
E.g. Tested a new service for quality and diversity of candidates
Maintains and strengthens the integrity of the current process, and regularly brings in great candidates
Teaches new interviewers how to interview with empathy
Models great interview technique and feedback when shadowed
Reverse shadows trainees and helps calibrate their feedback
E.g. Wrote new interview question which meets our question quality criteria
E.g. Brought candidates into our pipeline proactively, with a high conversion rate
E.g. Proposed useful, tangible improvements to the interview process
Actively contributes to and leads hiring decisions, and goes to great lengths to source great candidates
Documents subtle cues in interviews that indicate values alignment
Makes hiring decisions, resolving discrepancies between conflicting reports
Top-grades candidates and teases out character traits
E.g. Planned engineering summit on interview process and training
E.g. Organized and lead Medium's presence at a recruitment fair
E.g. Started CODE2040 internship program
Sets recruitment strategy, invests in long-term relationships for critical roles, and recruits at scale
Sets the tone, policy and goals around building a diverse, high-quality team
Identifies and brings in promising acquisitions
Tracks industry activity, identifying opportunities for critical roles
E.g. Talked with a senior candidate over many months to fill a critical role
E.g. Organized efforts around convincing acquired engineers to join and stay
E.g. Set goals, then tracked and reported metrics on team demographics over time