August 11, 2022
Recruiting at SOUTHWORKS Part 1
There are three things we ask our hiring managers to ensure when considering new hires – that they’re technically proficient, that they can speak and write comfortably in English (which is our company’s operating language), and that the team they’re being hired for feels comfortable working with them. We’re flexible on how they do this as we want the process to be tailored for each hiring team and the roles they’re hiring for, but generally it will involve a technical exercise, a language assessment, and an interview with the part/whole team. The outcome is what’s important to us, so we focus on the “what” and leave the “how” up to them.
Because roles open up in response to new projects, or team members moving on to another SOUTHWORKS team or a different company, new recruits know who they’ll be working with and what they’ll be doing from day one. Once they’re in the door, they stick with the team that hired them for 3–6 months. Although new projects come up daily, before offering new hires opportunities to spread their wings we want them to get settled in the company with the certainty that they won’t get moved around. Of course, we want to open the full menu up to our SOUTHIES, but we’ve found that keeping them in one place for this initial period gives them the stability they need while they learn how we do things.
The SOUTHWORKS talent team, which handles the process alongside individual hiring managers, has three different ways of making connections:
Once we’ve received and reviewed the applications, our recruitment process follows five additional stages:
The screening process is particularly important because it saves everyone time – if an important detail of the job isn’t right for the candidate, or vice-versa, we all want to know ASAP. For instance, we don’t want candidates going through the entire process above only to discover right at the end that the salary’s not right for them. Just like with pricing, we’re clear and transparent about how much a role pays right from the start, and we don’t negotiate. It doesn’t matter to us whether it would be a big pay rise for one applicant or a significant cut for another based on what they’re currently earning – each role pays the advertised salary, and that’s that. This approach keeps things simple, and it’s fairer on our existing team members too.
The one exception to this is if we see potential in an applicant but feel that they’re not quite ready for the role they’ve applied for. In that scenario, we may offer them a pre-stage, where we find a suitable challenge for them to develop their skills and pay them accordingly – and again, we don’t negotiate on the salary when doing this. In fact, we’re always happy to offer feedback on a candidate’s application process, and if we believe they’ve got what it takes we’ll keep them in mind for other open roles or future challenges. We call this closing the loop.
And if this sounds like your kind of process – we are hiring! Check out our open positions via our Careers page.