How Gusto Built Scalable Hiring Practices Rooted in Tradition
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How Gusto Built Scalable Hiring Practices Rooted in Tradition
“The CEO of Automattic on Holding ‘Auditions’ to Build a Strong Team” from the April 2014 issue of the Harvard Business Review (find it on hbr.org).
Timothy Ferriss • Tools Of Titans: The Tactics, Routines, and Habits of Billionaires, Icons, and World-Class Performers
• Don’t be afraid to zig when others zag. Canva made contrarian but conviction-driven decisions like staying private longer, avoiding outside leadership hires, and building a Swiss Army Knife product when conventional wisdom favored single-purpose tools. Staying true to your vision can be a key advantage.
• Canva employees have coaches, rather than
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“The majority of companies don’t work in the way we do, which leads to fewer people with these kinds of skills. A conventional interview process, often modeled by large companies, doesn’t account for this. It’s challenging to assess in interviews if someone is truly a builder, has good taste and judgment, can take initiative, and approaches problem... See more
Lenny Rachitsky • Adding a work trial to your interview process
The company’s mission and founders attracted me, but most of all, it offered the chance to build again, and to scale the type of product that I thought could positively impact millions of businesses—and, in doing so, potentially create millions of jobs. This has been a motivation of mine since I first worked in politics, where I saw how economic op
... See moreClaire Hughes Johnson • Scaling People: Tactics for Management and Company Building
We borrowed our hiring process from Google. Every single person that comes through the door goes through a standardized interview with at least eight people who interview them, often in pairs. There are standardized scorecards, standardized questions, all managed by an applicant-tracking system. The hiring manager has to defend each candidate like
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