This stage is really crucial, so be sure to consider these points as you structure your own interview process: Define the role     • What will this person do?     • Which skills and personality traits do they need to succeed? Create structure     • What do I need to know to advance or reject a candidate at each stage?     • When and how will I sell the candidate? Create questions     • For each skill, how do I test whether the candidate possesses that skill?     • How do I test for culture fit and communication? Insight #3: Nail down the attributes that drive candidates to your company How do you describe your company accurately to prospective candidates when the work environment is constantly evolving? And how do you attract people who will be the right fit for this precise moment in your growth, but who will also continue to be a good fit in the future? These are questions we’ve spent a lot of time considering at Greenhouse, so we were thrilled when Entelo invited us to partner with them on the “How to Hire”…

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TL;DR: Push for stock options from companies who don't want to give them, and always avoid them from those that offer.

As a potential employee, the negotiation for equity is a great way to gauge...

Очень многие удивляются, «Как это так, нельзя не нарушить закон, работая в России? Есть законы, так соблюдайте же их, и все будет хорошо! Ну, допустим, плохие законы – так вы же заранее знаете, что...

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