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Hiring Processes

How to Interview [⭐️ Updated 22/3]

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Summary of process for current live roles

Please check our

careers⁠

page for any live roles.

Deciding to hire

We hire based our

Culture & Values⁠

at Hatch. It’s important to us that a person believes in our mission so they can do their best work at Hatch. We think carefully about each new role and the complexity it introduces into the organisation.

When planning to hire we will discuss with Chaz, Adam and the greater executive team their needs and create a forecast on our hiring plan that generally looks like this;

2 months out - exact job titles we want to for, and in which month

4 months out - the number of each type of job (e.g 2 front-end product engineers, 1 growth marketer)

12 months out - the number of hires we want to add to the team

The role of the Hiring Manager

⁠

The hiring manager is a role assigned to the person who will work most closely with the Chief of Staff to make a hire. Usually this is the person who will manage the new hire.

If you’re a hiring manager for a role, you will usually:

Give input into the job spec to make sure it's right

Give the People & Ops team feedback on candidates

Conduct the technical interview

Kick off onboarding for the hire on their first day

Make the offer call

How to write a great job description

⁠

This is one of the greatest parts of working at Hatch being able to use the product that we are making.

A great JD on hatch has the following components;

About the role

You should list how much experience you are looking for

Who they will be working with

Technologies they will be working with (If applicable)

What they will be responsible for

What are the Top 3-5 things they will need to be able to be successful in this role

Skills they will need

What are the top 3 skills they will need to learn or have to be successful in this role

Meet the Team

You should write this in first-person from your perspective. It’s time to sell Hatch to our perspective candidates

Team Values

Make sure if you regularly update your team values because they can change. We recommend you do this twice a year.

Working Style

Along the same lines as team values every 2 quarters take note if your team still has the same opinions as it had previously on how they like to work in the future.

When thinking about the specs of the JD

⁠

Being extremely clear and precise about what this person will actually be working on if you can include some examples of recent work or projects that’s awesome!

Sharing why this role specifically is exciting, and the impact they will get to have

Linking to as much useful contextual information as possible, including how many people are on your team or how you operate.

Using the absolute minimum number of requirements needed - 5 'must-haves' absolute max

Run the text through a

gender decoder tool⁠

to check for unconscious bias

Don't use specific years of experience as a qualifier

I do think the current hiring process speed could be improved. By Combining Steps 4 + 5 or moving faster steps 1-3.

Our Process

After reviewing possible candidates on the portal we go through 4 rounds of interviews.

1. Initial Call - 30 mins (With CoS)

In this initial call we are looking to judge if this person will be a good fit for the role and if their have good initial cultural alignment with our values at hatch.

2. Hiring Manager Call - 60 mins

A conversation around your previous experience and any cross-functional skills that could relate back to the position. If it’s a technical interview we will talk a bit more about some of the projects you completed and the results of those decisions for customers and growth.