This is the third lesson in the Startup Recruiting Process class about the action steps to take during the aftermath of an interview. Maria Lippert will cover everything from what to say to the candidate, how to negotiate salary, and how to quantitatively measure the successes and failures of your interview process for future improvement.
Maria Lippert is a Senior Technical Recruiter at Abnormal Security, specializing in the startup recruiting process. She has had experience in recruiting working at Apple, TiVo, and IMVU and has a bachelors in Psychology from Santa Clara University.
Maria Lippert: Hi everyone. My name's Maria and I'm a recruiter here at Abnormal and today's lesson is going to be on the post-interview process within the startup recruiting process.
So in the previous lesson with Kevin, where we left off was we went over running a successful interview and there are many stages within that process. The first one is to create an effective interview. The second we went over was virtual versus in person interviews. The third was assessing candidates.
The fourth was how diversity matters and the fifth was keeping track of interview notes. So for today's agenda, we're going to go over the post interview process and timeframe, the hiring decision, negotiating comp, the offer accept, and then getting a new hire setup for their first day. So the first agenda here we're gonna cover is the post interview process and timeframe.
So this is the sequence of events that happens from the time we interview a candidate onsite to the offer stage. So the initial part of that is the onsite interviews. And those typically will take one to two business days, depending on the candidate's preference. Some candidates prefer to do all of their interviews in one day.
Others decide to break them up over two days, either is totally fine. So once we complete the interviews, the next step is to collect the interview feedback. The interview feedback is ideally collected within 24 hours of the interview completion. Once the interview feedback is collected, the recruiter and the hiring manager will review the interview feedback together and arrive at a decision within ideally 24 hours.
Once the decision has been made regarding the decision, the candidate will then be notified of what we've decided to do. So we are either going to notify the candidate that we're moving forward with an offer, or we're going to politely reject them. If the decision is to move to offer, several things will happen here.
The first that will happen is the recruiter will partner with the hiring manager to actually build the offer. The offer package is going to be determined based on the compensation band for the level that we're going to be hiring that person into. The third thing will happen here is approval from the leadership and key stakeholders is going to be obtained.
Once all the approvals are obtained, the recruiter is going to present the verbal offer to the candidate.
The hiring decision. So in order for a hiring decision to be made, a candidate is going to be assessed to determine fit. We're going to look at several things here. One of them is skill set required for the role. Does the candidate possess the skills and the experience required to perform the role?
Years of experience. Does the candidate have enough years of experience required to perform well in the role, this is going to be very much aligned to the level that we're hiring the candidate into relevant industry experience. Does the candidate, has the candidate worked in an industry that aligns with this specific role? Interview performance.
Did the candidate demonstrate skills, domain knowledge, and experience relevant to the particular role. And then finally team fit and interest. Is this candidate leaned into the company's mission, the product, the culture, the roadmap, the growth? Is this candidate going to be excited about joining the company?
Yes, moving to offer. At this stage, the recruiter and the candidate have covered the following compensation, expectations, timing, work authorization, and the competitive landscape. We want to determine if this candidate is interviewing with other companies, if they have any deadlines, if there's any timing, sensitivity that we should be thoughtful of.
Maria:The recruiter and the hiring manager have collected interview feedback. At this stage, the candidate has determined to be a good fit for the role and the decision has been made to extend an offer. The candidate is notified by the recruiter that an offer will be extended.
No- passing after onsite. At this stage, the recruiter has set the expectation that a decision will be made shortly after the onsite interviews, the recruiter and the hiring manager have collected interview feedback. And the feedback determines that the candidate is unfortunately not a fit and the decision has been made to pass. The candidate is notified by the recruiter that the team will not be moving forward.
Maria:The recruiter thanks the candidate for their time and encourages the candidate to revisit alternate roles within the company in the future. Negotiating compensation. Offer presentation. At this stage, the recruiter has built the offer with the hiring manager and key stakeholders using comp bands and the budget for the role. The recruiter presents the offer to the candidate detailing the components of the offer. An offer will typically consist of base bonus, target and equity.
The recruiter explains comp philosophy and how the offer was built, comp market data, level, range. The recruiter utilizes tools to show the candidate first year comp and projected compensation over time. The offer negotiation. If the candidate wants to negotiate the offer, the recruiter will collect data to understand the ask.
Is there any competing offer information, any other contributing factors? The recruiter will then work with the candidate to determine what is fair, equitable, and acceptable to the business and the candidate. The recruiter will share the data with the hiring manager to determine if an adjustment can or should be made based on new information.
Any changes will require new approval. Once the final offer is confirmed. The recruiter sends the official offer letter to the candidate for signature. Offer accept. The offer is accepted at this stage, the recruiter and the candidate have agreed on a start date. The recruiter notifies the hiring manager and the team that the candidate has accepted the offer. The recruiter ensures that the candidate has signed the offer letter in all accompanying documents.
The recruiter notifies the onboarding team that a new hire is scheduled to start. Okay. Getting a new hire set up for day one. Getting the new hire set up for day one. Welcome emails from the team to the new hire will be sent to congratulate and welcome. The new hire. A welcome email from the onboarding team will also be sent to cover tasks and ensure that all documents are completed.
The team will ensure that new hire equipment has been ordered. And a meeting between the hiring manager and the new hire will be set up for day one. We'll also assign and intro a new hire buddy from the team to welcome and help onboard the new hire. Lesson recap. To summarize the post-interview process. These are the steps that we covered. Making a hiring decision in a timely manner. Communicating the decision to the candidate, agreeing on offer details to finalize the offer, congratulating the new hire and setting the new hire up for a successful first day.
Thank you for attending our lesson today on the post interview process.
