Recruiting
By Medium
Level 1
Brings new candidates into the pipeline and understands how to evaluate candidates at Medium
E.g. Referred appropriate individuals for open positions
E.g. Set up casual sessions to practice asking questions
E.g. Completed interview calibration
Reviews current job postings regularly
Shadows interviews to gain familiarity with process
Reviews existing network for hiring leads regularly
Level 2
Interviews regularly, helps the team make meaningful hiring decisions, and helps build a diverse pipeline
E.g. Tested a new service for quality and diversity of candidates
E.g. Started a monthly brunch for candidates to meet Medium employees
E.g. Added observable evidence for every rating
Researches approaches for sourcing candidates and diversifying hiring
Interviews candidates with empathy and treats them all with equal respect
Uses interview rubric to provide clear, objective feedback on candidates
Level 3
Maintains and strengthens the integrity of the current process, and regularly brings in great candidates
E.g. Proposed useful, tangible improvements to the interview process
E.g. Brought candidates into our pipeline proactively, with a high conversion rate
E.g. Wrote new interview question which meets our question quality criteria
Reverse shadows trainees and helps calibrate their feedback
Models great interview technique and feedback when shadowed
Teaches new interviewers how to interview with empathy
Level 4
Actively contributes to and leads hiring decisions, and goes to great lengths to source great candidates
E.g. Started CODE2040 internship program
E.g. Organized and lead Medium's presence at a recruitment fair
E.g. Planned engineering summit on interview process and training
Top-grades candidates and teases out character traits
Makes hiring decisions, resolving discrepancies between conflicting reports
Documents subtle cues in interviews that indicate values alignment
Level 5
Sets recruitment strategy, invests in long-term relationships for critical roles, and recruits at scale
E.g. Set goals, then tracked and reported metrics on team demographics over time
E.g. Organized efforts around convincing acquired engineers to join and stay
E.g. Talked with a senior candidate over many months to fill a critical role
Tracks industry activity, identifying opportunities for critical roles
Identifies and brings in promising acquisitions
Sets the tone, policy and goals around building a diverse, high-quality team