This document outlines the process requirements and activity tracker for the commercial hiring sprint at CoLoop.

Commercial Roles

We are currently hiring for the following commercial roles.

Background & Problem

All hiring is currently being managed by me via a limited number of sources including Work At A Startup, JumpStart and LinkedIn. This is currently causing the following problems …

  1. Constraining My Time — I can’t focus on other responsibilities
  2. Creating Lock In Risk — historically we stop hiring after we find one person. If they turn out to be bad this limits our options for replacing them.

Hiring Process

Our hiring process for all roles at the moment is relatively simple. We firmly believe in working directly with potential hires to test the fit before committing. The current process for all roles is as follows:

  1. Screening call (15-20min) - quick call to fact check a few points and make sure there’s nothing obviously unsuitable. It should focus on …
    1. Whether they obviously fail any key criteria
    2. What are their push factors?*
    3. What are their pull factors?*
  2. Interview (45-60min) - interview to discuss background experiences and fill out the assessment rubric. This call should focus on understanding …
    1. Score on each of our key criteria
    2. More detail on any push or pull factors
  3. In Person Assessment (0.5 - 1 day) - working in person day on some simulated tasks to see if they’re able to do the work. This should focus on understanding …
    1. Raw ability on specific tasks e.g. Negotiation, Cold Calling, Cold Emailing Writing etc.
    2. Culture Fit
    3. // TODO
  4. Final Follow Up (30min) - optional final call to iron out and remaining questions or issues.