• Job ads: open positions are all advertised on the website. If your team needs to recruit a profile that is not advertised there, talk to your team and add a new job ad on the website. Make sure you understand how to write a job ad beforehand.
• Recruitment priorities: we usually set recruitment priorities based on capacity planning. Let your team leader know if you think a certain profile should be a priority.
• Advertisement: job ads (especially prioritised ones) are posted on multiple channels; social media (LinkedIn, Facebook, WeChat), newsletter, job platforms (e.g. Lagou), communities (e.g. V2EX, Hacker News)… You can read more about where we post which job ads and why.
• Applications: we receive applications through multiple channels:
  • Form on the site (e.g. apply to the front-end developer position) or email to [email protected] or [email protected]. This automatically creates an issue in the recruitment repo and sends an email to the candidate.
  • From 3^rd parties (e.g. Lagou). For these, the operations team takes care of manually creating issues on GitHub.
  • Personal networks. Members of the team often either refer or get contacted by potential recruits. Manually add an entry in the recruitment repo when this happens.
• Applications review: as previously mentioned, all applications are tracked in Wiredcraft/recruitment, the recruitment repo. This provides the opportunity for anybody on the team to evaluate and comment on applications.
• Screening calls & Interviews: for interesting candidates, we often recommend to do a first 15 minutes screening call to assess if it’s worth moving to a face to face interview. Feel free to skip this step if you feel the candidate is interesting enough.
• Interviews: we try and do face to face interviews whenever possible, and video otherwise. These are usually run by the team leader. They’re usually divided in 3 parts (read the how-to if you need to interview a candidate):
  • First a 20 minutes discussion to evaluate the candidate’s experience, skills and fit (~20 minutes)
  • Then a 10 minutes Q&A for the candidate to ask questions about the position, company…
  • Finally, we give the candidate a test. If possible, this is done on-site (~60 minutes), otherwise sent online.
• Offers: based on the results of the interview and test, we may decide to make an offer. We use a standard salary table to begin salary negotiations. Offers are validated by operations and the team leader before they’re sent out.