How we do recruitment

We believe in real life challenges 🕹

How far you go in life shouldn’t depend on who you know or the brands you managed to get on your CV. It should depend on who you are and what you can achieve.

That’s why as far as possible we make decisions based on what we’ve seen with our own eyes.

We don’t ask people how they deal with difficult situations, we give them difficult situations to deal with in the interview and watch what happens.

This also helps give candidates the most realistic view possible of the role they’re signing up for.

We don’t do salary negotiations 🤷‍♀️

Why?

What salary someone makes at RORA should not be a result of their negotiation skills.

Candidates from under-represented minorities lose out on appropriately paying jobs, especially since they’re more likely to be underpaid in their previous roles, and previous salaries are used as a benchmark in salary negotiations.

We hire everybody at the same level for each role ✌

Why?

All candidates, regardless of experience, need a base amount of training time to get accustomed to working with the RORA business model. Not only does that require a shift in mindset, but also additional skills unique to RORA.

The skills ladder is meant to chart this progression and appropriately rewards it, and that’s why all candidates must start at ‘Level 0’.

If a candidate clearly belongs at a higher level than Level 0, they will be appropriately rewarded through the appraisal system that runs every quarter.

Not only that, they can theoretically move up more than 1 level in each appraisal. While we cannot hire at higher levels, we can promise progression that is frequent, accessible, transparent and fair.

We work fast ⏩

We aim to respond to all correspondence within 3 days’ time, as far as is realistically possible.

We expect similar focus on speed from our candidates, within reason, and hope they are able to reciprocate our aim to conclude the application process within a fast yet realistic timeline.

We promise a fair and transparent recruitment process 🎡

We encourage candidates from all underrepresented minorities to apply and promise not to discriminate based on any protected characteristic, including but not limited to age, disability, caring needs, sex, gender identity, sexual orientation, race, ethnicity, caste, religion, belief, pregnancy or maternity, marriage or civil partnership.

We welcome all feedback about our recruitment process, and if any candidate were to allege that they were unfairly treated, we promise to investigate immediately and fairly.

If it’s not a “hell yes”, it’s a no ⭐

Why hire someone we’re not sure about especially as we’re beginning to grow our team and define our culture? The team members we hire now are going to play a crucial role in determining the kind of company RORA will eventually become.

Each of our interviews are designed to look for not just technical skills, but also cultural fit. After the interview stages, if we’re still not a 100% confident, then it’s a no.

Our recruitment process showcases the FinOps mindset 🚀

You walk in as an accountant into this process, but walk out as a FinOps expert, ready to contribute to the revolution of finance - regardless of whether you get hired or not!

We aim to engage in a recruitment process that is honest, two-way, constructive and comfortable - just the way we do things at RORA!

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