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Defining the Need
Every successful hire begins with a clear understanding of the need. At Paytient, we start by identifying specific priorities and gaps within teams. This means collaborating closely with team leaders to pinpoint skill gaps, align on role expectations, and define success for the position.
While many new hires fit into well-defined roles, we also value the flexibility to bring on driven, opportunistic candidates who don’t fit into predefined roles but align strongly with our mission and culture. This approach allows us to capitalize on unexpected opportunities to strengthen our team.
Building a High-Quality Process
Scaling quickly doesn’t mean compromising on quality. Our hiring process focuses on creating a high-touch experience, ensuring every candidate and new hire feels valued from the first interaction to their first day on the job.
The steps include:
- Identifying the Role: Starting with a structured kickoff to understand the team’s needs.
- Interview Planning: Collaborating on interview panels, timelines, and key competencies to evaluate.
- Sourcing and Screening: Using tools like Greenhouse for applicant tracking and Hireflow for proactive outreach, paired with thorough recruiter/hiring team alignment to ensure a tailored candidate pool.
- Candidate Engagement: Conducting interviews that reflect our culture, followed by prompt feedback and clear communication.
- Onboarding Preparation: Coordinating with our People Team to ensure every detail—from laptops to welcome swag—is ready for a smooth start.
By prioritizing these steps, we’ve built a process that ensures consistency and care, even during rapid growth.
Best Practices for Interviewing
Interviews are where we get to know candidates, and where candidates experience our culture firsthand. To make the most of this critical step, we focus on the following best practices:
- Competency-Based Questions: These allow us to assess skills through practical exercises, case studies, or coding challenges.
- Behavioral Questions: “Tell me about a time…” questions help us understand how candidates navigate real-world scenarios.
- Timely Feedback: Interviewers share feedback within 24 hours, allowing for clear and prompt communication with candidates.
- Respect and Professionalism: Showing up on time, being prepared, and leaving room for candidate questions are non-negotiables. This not only reflects well on Paytient but also creates a welcoming environment for candidates.
- Two-Way Interviews: We view interviews as a two-way street. In today’s competitive job market, candidates are evaluating us as much as we are evaluating them. We strive to ensure their questions and priorities are addressed at every stage, creating a transparent and engaging experience that highlights mutual alignment.
Lessons Learned from Scaling Fast
One of our biggest takeaways from hiring at scale is the importance of adaptability. For instance, refining interview panels based on early candidate feedback helped us make better decisions and improve the experience for everyone involved. Additionally, maintaining open communication between recruiters and hiring managers ensured alignment throughout the process.
Beyond the Hire – Onboarding
At Paytient, the hiring process doesn’t end with an offer letter. Onboarding is where new teammates truly feel the impact of our culture. From sending swag to assigning a buddy, we aim to make every new hire’s first days memorable and empowering.
Looking Ahead
As we reflect on a year of remarkable growth, we’re proud of the hiring process we’ve built. It’s a process rooted in respect for candidates, a commitment to quality, and a deep appreciation for the people who make Paytient what it is.
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