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Planet Argon Planet Argon Engineering Handbook

Recruiting and Hiring a New Developer

Introduction

Section titled “Introduction”

At Planet Argon, the hiring process is about more than just filling a vacancy; it’s about finding the right fit for both the role and our team culture. This comprehensive guide will lead you through every stage of our structured hiring process, starting from the initial job posting, through candidate screening, making an offer, and finally, archiving the job ad. This guide serves as a roadmap to recruit top talent in alignment with Planet Argon’s values and objectives.

Who Should Use This Guide

Section titled “Who Should Use This Guide”

Whether you’re a hiring manager or a team member participating in the hiring process, this guide ensures clarity and consistency.

Hiring Request

Section titled “Hiring Request”
  1. Submit Hiring Request to COO (Chief Operating Officer)
    • Supporting Rationale: Make sure to provide a well-justified reason for the need for a new role.
    • PA Pay Bands: Check if the requested compensation falls within Planet Argon’s designated pay bands for that role.
    • Approval Status:
      • Approved: The hiring manager creates an Asana board and begins preparation tasks.
      • Denied: COO gives reasons; hiring manager informs any team members aware of the request.

Preparation

Section titled “Preparation”
  1. Documentation: Create a new open position folder in Google Drive > HR > Open Positions > This Position.
    • Store all documents related to this position here.
  2. Role Definition: Document the role by clearly outlining duties, responsibilities, and success metrics.
  3. Team Discussion: Discuss the proposed position with the team.
    • Is this the right time to hire for this role?
  4. Budget: Determine the budget for the role in consultation with the CFO.
  5. Hiring Team: Establish a hiring team, typically consisting of:
    • Role Experts: 2 people
    • Culture/Values Experts: 2 people
    • Manager/Partners

Recruitment

Section titled “Recruitment”
  1. Job Ad: Draft job ad and run content through Textio to ensure inclusive language.
  2. Posting Channels: Post the position via Workable.
  3. Diversity Outreach: Share the job on boards for under-represented communities.
  4. Slack Channels: Share the job in relevant Slack channels.
    • [PDX Startups Slack](pdxstartups.slack.com #job-board)
    • [PDX Ruby Slack](pdxruby.slack.com #jobs)

Interviewing

Section titled “Interviewing”

  1. Screening: Reject candidates who do not meet baseline requirements.

  2. Phone Interview: For candidates who meet the baseline, schedule a phone interview.

  3. Video Chat Screen: Schedule an initial 25-minute video call.

  4. Role Interview: Invite candidate for a role-specific interview.

  5. Culture/Values Interview: Invite the candidate for a Culture/Values Interview.

  6. Manager or Partners Interview: The Manager for the role meets with the candidate for a series of final check-in questions.

Evaluation and Offer

Section titled “Evaluation and Offer”
  1. Review: Assess the candidate’s fit based on ratings, reviews, and feedback.
  2. Decision Making: In case of multiple strong candidates, consider an additional step or tiebreaker process.
  3. Job Offer: Extend the offer to the chosen candidate.

Closing the Process

Section titled “Closing the Process”
  1. Documentation: Store a PDF of the job ad and the job application form in Google Drive > HR > Open Positions > This Position.
  2. Archive: Move all related documents to Google Drive > HR > Open Positions > !Archived.
  3. Update Job Listings: Ensure job ads are updated/removed to indicate that the position has been filled.

FAQs

Section titled “FAQs”

Q: Do interns get to bypass any of these steps with us?

A: Interns should be considered like any other candidates. If we believe an intern would make a good team member, they can apply for an open position and enter the process at Phase 2. For more details, refer to our Tech Internship Toolkit.

Q: How can we encourage past/former interns, peers, and other people we know to apply?

A: Encourage them to apply but ensure the process remains equitable. Direct them to the job ad and explain that the decision lies in the hands of the hiring manager.

Q: What are some useful links for posting a new ad and/or interviewing?

A: Questions for Prospective Managers

By following this guide, we aim to streamline our hiring process and ensure it is as effective, equitable, and transparent as possible. If you have any questions or need further clarification on any part of this process, please reach out to [Contact Person/Department].