The Recruiting Process

Our company’s recruiting process is similar to most other tech companies, with a few differences. Roughly it proceeds as follows:

1. We send out a job requirement to several contingency-based recruiting firms. Admittedly, the job req is often general and vague, as we want to cast a reasonably wide net.
2. The recruiting companies send us resumes, typically sourced from the job boards or other places such as LinkedIn. The resumes have been only lightly screened at this point.
3. Our HR screens the resumes, perhaps in conjunction with a tech manager. The level of filtering here is again very light, contrary to what some people claim about “HR Drones” rejecting perfectly good candidates.
4. The resumes are distributed to various engineers to conduct 30-minute phone screens. This is to filter out the truly clueless candidates, as well as to roughly identify what position the candidate might be suitable for. This interview will be mostly technical in nature – short questions and answers.
5. If the candidate passes the phone screen, they are brought in for an in-person interview. At most companies this consists of 4-6 one-one-one interviews of between 30-45 minutes each; it may also be a single group interview with several managers and engineers, or a mix of the two types.
6. Some companies may require additional rounds of interviews, though we usually do not. For instance, an additional round may be required when we interview a candidate for one position, but realize they may be a better fit for another position that requires a different interview panel.
7. If we like the candidate, HR will make a verbal offer to see if they are interested. If they are, we’ll follow up with a background check and then a written offer.

Regarding the background check - more and more companies are doing it now. Usually it’s contracted out to a third party, and you’d be surprised how thorough it can be. They can check your educational background, criminal history (if any), your credit history, and of course your employment history. They may even confirm your salary at your previous companies. I’m not sure how they do it, but I know they can, as I saw it done in a copy of my own background report.

Basically all this means you should not lie about your education or salary history, EVER! I’ve seen more than one offer retracted due to the candidate failing their background check.