<aside> 📅 Last update: 03.10.2021

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Often the recruitment process in Reborrn will be quite lengthy and exhaustive. Although it's important to hire fast, it's more critical to hire the right people even at the expense of time. Since you are reading this, congrats 👏. You are one of those right people that met our hiring criteria.

You can all act as a hiring manager at some point so we want to share what it takes to be hired at Reborrn and how to identify the next Star hire.

Criteria:

• [ ] Culture Fit: Look for people that are curious, doers, care about their work and others, want to have impact and make a difference. People that are team players: open, honest, and sincere. Long story short, we are looking for people that embrace our values.
• [ ] Potential to Learn & Grow: What got us here won't get us where we want to be in a couple of years. That's why we need people willing to continuously learn new things, and be open to take challenges even when they are out of their comfort zone.
• [ ] Brings real value to the team: Evaluate people on the potential value they can bring to Reborrn. Maybe they are exceptional at what they do (hard-skills). They could be amazing at brining in new business. They could have a network of people/partners we could utilize. They could have a very specialized knowledge that could give us a competitive advantage. Always ask yourself: "How much value this candidate will add to the company one year from now, and how?"
• [ ] Flexibility and tolerance for ambiguity: We are a startup, in a highly competitive space, in a fast-paced environment. Things will change. Things will break. Find people that are willing to create their own job roles. That are resilient, agile and will push forward no matter what. They must be totally OK not knowing what will happen in the next year.
• [ ] Brings something new to the team. A skill, POV, past experience, way of doing things. We are a collective of diverse people and this diversity gives us a unique & competitive advantage. Seek people with complimentary skills and not copycats of who we already are.
• [ ] No room for Brilliant Jerks: A brilliant jerk may do an exceptional job delivering competency-based results but typically doesn't get along well with others. Brilliant jerks reduce their leaders' credibility, lower their teams' morale, and reduce their teams' productivity. At Reborrn we won't tolerate toxic behavior even if you are the best in world at what you do. The cost to teamwork is too high.

Sometimes the above checklist seems like we are looking for super-humans. In reality we don't expect to find someone who excels at everything. But we expect to find a healthy balance on ALL the above traits. So, if someone is totally missing a trait, we don't hire them.

✅ Things to do:

• We should hire for attitude and train for skills. Look for character before credentials. Hire people that fit our culture, values, and are inspired by our mission.
• Make the hiring process as transparent as possible. Hiring someone should always be a win-win deal. If we hire a candidate by glorifying all the amazing aspects of Reborrn but hide any downsides the candidate will soon leave. During your interviews don't be OK with textbook answers. Try to push candidates in order to get authentic and straightforward answers.
• Hire people much better than you even if that scares you. Managers often are hesitant to hire people better than them with the fear that they will make them look bad and insufficient. At Reborrn we grow as a team. When your team is uplifted you get better as well.
• Follow our recruitment process and make sure you create a positive experience for all candidates even the ones that didn't get hired. Follow up and provide feedback where appropriate.