Hiring is the single highest-leverage decision we make. Every person who joins REBORRN shapes the culture, the quality of our work, and the trajectory of the company. We take it seriously! We prefer to hire slow and ensure that we hire the right people (or rather increase the possibilities- if we are honest, there is no perfect recruitment process)
These are the beliefs that guide every hiring decision at REBORRN:
Every candidate is assessed against six dimensions. These apply regardless of role or seniority, though the depth and evidence expected scales with the level. This framework is also embedded in our claude skill (Recruitment Intelligence), so interviewers and AI-assisted screening evaluate against the same rubric.
Does this person have the skills, experience, and domain knowledge the role requires? We assess what's clearly present, what's partial, and what's genuinely missing. Not every gap is disqualifying but we need to be honest about which gaps are learnable at REBORRN and which are hard blockers.
Does the scope, ownership, and impact of their past work match the level we're hiring for? We look for signals of real accountability not just participation. Watch for scope inflation: vague language about "leading" or "owning" without specifics, or taking credit for team results without explaining their individual contribution.
Is this person getting better over time? Do their roles show progression in responsibility, complexity, and learning? A flat or declining trajectory is a yellow flag. A rising one, even from a lower starting point, can be more valuable than a strong but stagnant profile. We want compound learners: people whose each role stretched them in a new direction.
This is the most important dimension. It is non-negotiable. We assess every candidate against our five core values, looking for concrete evidence not just impressions.
| Value | What it means in practice | What we look for in candidates |
|---|---|---|
| Impact | Our work must make change happen. Impact is not hours or volume, it's the biggest possible value with the minimum possible effort. Great work over perfect work. | Clear ownership and focus on results. not process. Bias-to-action over analysis-paralysis. Uses "I did" and can explain specific impact. |
| Underdogs | We push forward against all odds, find unconventional ways, and stay in a constant state of exploration. | Believes there's always a better way and is up for finding it. No arrogance, thinks like the No.2 challenging the status quo. |
| Candor | Being straightforward is hard. We do it because it has the most impact in the shortest time. Candid, not rude, we deliver with empathy but get our point across. | Directness. Non-political when they disagree. Only says things about people they'd say to their face. Quick to admit mistakes. Shares honest failure stories. |
| Care | We give a fuck. No "not my job" mentality. We care about clients, results, coworkers, and each other. Company > Team > Self. | Ego-less when searching for the best ideas. Makes time to help colleagues. Shows genuine care for former teammates, not just personal achievement. |
| Curiosity | We improve every day, even 1% better. We experiment, empower others to learn by trying, and give ourselves permission to fail. | Learns rapidly and eagerly. Seeks to understand clients' businesses beyond the scope of work. Broadly knowledgeable about business, technology and data. Never stops learning. |