Would you be able to give a glimpse of what the post-application period would look like for both Marketer and Advisor roles?
How soon do you anticipate to reach out to candidates you are interested in moving forward with? And how many / what type of interviews / tasks should we be expecting when being considered for the role?
Do you have any idea how long the assessment would take? Also, do teams and functions hire by themselves or is there an organisation wide consideration? And as an extension, how much regular interaction takes place between different functions, and is the organisation more static or fluid in that sense?
Finally some role specific questions. Is there going to be a marketing team of 2 after the hiring? What is the short to medium term vision for that team? More expansion, or more exploration perhaps?
For the Advisor role, how autonomously can Advisors perform their duties? Are they expect to stick to the script so to say, or are they able to tailor their own advising style?
Apologies for asking so many questions and thank you in advance for the answers :)
For the rounds I’m running, I’ll reach out to candidates we’re moving forward with either just before or shortly after applications close on the 18th and 25th August.
I haven’t yet confirmed precisely what all the stages of the application will look like — it’ll probably depend on the applications I get, and might vary a bit from person to person. But to give you a sense, for the last hiring round I ran, we had the initial application (3 substantive questions), then a paid 4 hour work test (doing work similar to what you’d do in the role), then a 30min-1hr interview, then a 3-day in-person work trial (which was also paid, where we could do so legally).
I hope to be able to make offers for the roles I’m hiring for by mid-late September, but it might take longer or shorter than that (depending in part on scheduling for the trial).
Hiring rounds are run by individual hiring managers, and a hiring committee of (usually) 3 people. We do coordinate somewhat (such as by doing this post together!) and if candidates are applying to multiple rounds, we might share details of their application with one another. However, the rounds are mostly quite independent, and e.g. it’s possible we could offer multiple positions to the same person (& it’d be up to the candidate to decide between them). There is an organisation-wide people ops function, but they’re low on capacity at the moment, so this round is mostly being run by the individual teams we’re hiring to.
Teams at 80k are quite independent, but do have some interaction, and it varies quite a bit by team. For example, the marketing team goes to fortnightly web team meetings and weekly web team standups; plus, our work is often completed in collaboration with team leads whose product we are advertising!
The current marketing team is myself and Nik Mastroddi (so, it’s two right now). We’d most like to be able to hire both a new head of marketing and a new marketer, but that might not be possible, so the final team size will depend on how many hires we make and for which roles.
The short-term vision for the team is...hiring! (while maintaining our current channels.) The medium-term vision should be set by whoever is head of marketing, so I can’t say for sure what they would decide. If we don’t hire a new head and I stay in the role, I would likely recommend keeping the team at a size of 3, or perhaps 2 or 4.
I’ll leave the two questions about advising to Huon! :)
Thanks for all the questions! Giving the perspective for the advisor round:
The application process will vary depending on the candidate but will likely involve: A short screening call, a ~2–4 hour work test, an interview, a 2–5 day in-person (if possible) work trial, if we think it’s at least 50% likely we’d offer you the role.
As for how fast we will move through those rounds, it’s unfortunately quite hard to say! How quickly I can move it along will depend in part on what other work lands on my plate. This is my first time running a hiring round, so I don’t have personal experience. But the in the last advisor hiring round, we were able to get back to most candidates about whether they progressed to the interview or not within 3 weeks of the application closing. For applicants who make it through to the work trial stage, there might be a delay depending on how difficult it is for them to fit a work trial into their schedule.
The advisor role is very autonomous! We hire people who we trust to react to a persons individual situation with sensible recommendations, not people who can learn a script. This isn’t limitless, for example, I would expect advisors to flag if they think their colleagues would disagree with a piece of advice they are giving.
Would you be able to give a glimpse of what the post-application period would look like for both Marketer and Advisor roles?
How soon do you anticipate to reach out to candidates you are interested in moving forward with? And how many / what type of interviews / tasks should we be expecting when being considered for the role?
Do you have any idea how long the assessment would take? Also, do teams and functions hire by themselves or is there an organisation wide consideration? And as an extension, how much regular interaction takes place between different functions, and is the organisation more static or fluid in that sense?
Finally some role specific questions. Is there going to be a marketing team of 2 after the hiring? What is the short to medium term vision for that team? More expansion, or more exploration perhaps?
For the Advisor role, how autonomously can Advisors perform their duties? Are they expect to stick to the script so to say, or are they able to tailor their own advising style?
Apologies for asking so many questions and thank you in advance for the answers :)
Hey Batur,
Thanks for your detailed & thoughtful questions!
I’ll answer in order:
For the rounds I’m running, I’ll reach out to candidates we’re moving forward with either just before or shortly after applications close on the 18th and 25th August.
I haven’t yet confirmed precisely what all the stages of the application will look like — it’ll probably depend on the applications I get, and might vary a bit from person to person. But to give you a sense, for the last hiring round I ran, we had the initial application (3 substantive questions), then a paid 4 hour work test (doing work similar to what you’d do in the role), then a 30min-1hr interview, then a 3-day in-person work trial (which was also paid, where we could do so legally).
I hope to be able to make offers for the roles I’m hiring for by mid-late September, but it might take longer or shorter than that (depending in part on scheduling for the trial).
Hiring rounds are run by individual hiring managers, and a hiring committee of (usually) 3 people. We do coordinate somewhat (such as by doing this post together!) and if candidates are applying to multiple rounds, we might share details of their application with one another. However, the rounds are mostly quite independent, and e.g. it’s possible we could offer multiple positions to the same person (& it’d be up to the candidate to decide between them). There is an organisation-wide people ops function, but they’re low on capacity at the moment, so this round is mostly being run by the individual teams we’re hiring to.
Teams at 80k are quite independent, but do have some interaction, and it varies quite a bit by team. For example, the marketing team goes to fortnightly web team meetings and weekly web team standups; plus, our work is often completed in collaboration with team leads whose product we are advertising!
The current marketing team is myself and Nik Mastroddi (so, it’s two right now). We’d most like to be able to hire both a new head of marketing and a new marketer, but that might not be possible, so the final team size will depend on how many hires we make and for which roles.
The short-term vision for the team is...hiring! (while maintaining our current channels.) The medium-term vision should be set by whoever is head of marketing, so I can’t say for sure what they would decide. If we don’t hire a new head and I stay in the role, I would likely recommend keeping the team at a size of 3, or perhaps 2 or 4.
I’ll leave the two questions about advising to Huon! :)
Thanks for all the questions! Giving the perspective for the advisor round:
The application process will vary depending on the candidate but will likely involve: A short screening call, a ~2–4 hour work test, an interview, a 2–5 day in-person (if possible) work trial, if we think it’s at least 50% likely we’d offer you the role.
As for how fast we will move through those rounds, it’s unfortunately quite hard to say! How quickly I can move it along will depend in part on what other work lands on my plate. This is my first time running a hiring round, so I don’t have personal experience. But the in the last advisor hiring round, we were able to get back to most candidates about whether they progressed to the interview or not within 3 weeks of the application closing. For applicants who make it through to the work trial stage, there might be a delay depending on how difficult it is for them to fit a work trial into their schedule.
The advisor role is very autonomous! We hire people who we trust to react to a persons individual situation with sensible recommendations, not people who can learn a script. This isn’t limitless, for example, I would expect advisors to flag if they think their colleagues would disagree with a piece of advice they are giving.