How Gusto Built Scalable Hiring Practices Rooted in Tradition

I still read through every scorecard and every offer going out at Gusto. The reason it’s still viable to do that in an hour is because the interview information is all brought together and packaged in an organized and consolidated way.”

“Our guiding philosophy is that hiring is really just a search for alignment,” says Reeves. “Companies don't convince people to join them, and candidates don't convince companies to hire them. Both parties are searching for alignment to figure out, ‘Can we go do something great together?’”

I’m a big advocate of treating offer calls as celebrations,” he says. “Because at the end of the day there are so many jobs, companies and candidates out there, so when you find a really good fit it should be genuinely exciting. Since we're hiring quite a bit these days, you’ll hear different conference rooms across Gusto explode in cheers througho... See more

“If I have one tip regarding traditions, it's to not be overly prescriptive or forceful. Observe what develops naturally, and then just let it ride. They shouldn’t be something that you plan out in a very extensive way,” he says. “Traditions slowly become a part of your company’s DNA and self-reinforce over the years to become culture. And they nee... See more

It came out of this idea that interviews shouldn’t be about grilling or persuading each other. Instead, I view them as an opportunity to talk about life, get to know each other better and understand if there’s alignment. Through my questions, I was digging to try to dust that off and uncover it.”

There’s often an initial apprehension that comes from welcoming a lot of new hires into the fold. But there’s also something deeper. What these comments get at is the sense that there’s a certain “unscalable” spirit from a team’s earlier, scrappier days — and that each new addition represents a slow chipping away at the je ne sais quoi that forged ... See more