Brings new candidates into the pipeline and understands how to evaluate candidates at Medium

• Reviews existing network for hiring leads regularly

• Shadows interviews to gain familiarity with process

• Reviews current job postings regularly

• E.g. Completed interview calibration

• E.g. Set up casual sessions to practice asking questions

• E.g. Referred appropriate individuals for open positions

Interviews regularly, helps the team make meaningful hiring decisions, and helps build a diverse pipeline

• Uses interview rubric to provide clear, objective feedback on candidates

• Interviews candidates with empathy and treats them all with equal respect

• Researches approaches for sourcing candidates and diversifying hiring

• E.g. Added observable evidence for every rating

• E.g. Started a monthly brunch for candidates to meet Medium employees

• E.g. Tested a new service for quality and diversity of candidates

Maintains and strengthens the integrity of the current process, and regularly brings in great candidates

• Teaches new interviewers how to interview with empathy

• Models great interview technique and feedback when shadowed

• Reverse shadows trainees and helps calibrate their feedback

• E.g. Wrote new interview question which meets our question quality criteria

• E.g. Brought candidates into our pipeline proactively, with a high conversion rate

• E.g. Proposed useful, tangible improvements to the interview process

Actively contributes to and leads hiring decisions, and goes to great lengths to source great candidates

• Documents subtle cues in interviews that indicate values alignment

• Makes hiring decisions, resolving discrepancies between conflicting reports

• Top-grades candidates and teases out character traits

• E.g. Planned engineering summit on interview process and training

• E.g. Organized and lead Medium's presence at a recruitment fair

• E.g. Started CODE2040 internship program

Sets recruitment strategy, invests in long-term relationships for critical roles, and recruits at scale

• Sets the tone, policy and goals around building a diverse, high-quality team

• Identifies and brings in promising acquisitions

• Tracks industry activity, identifying opportunities for critical roles

• E.g. Talked with a senior candidate over many months to fill a critical role

• E.g. Organized efforts around convincing acquired engineers to join and stay

• E.g. Set goals, then tracked and reported metrics on team demographics over time