Department-specific hiring processes. Every candidate clears a set of pass/fail barriers before an offer goes out — no "maybe" hires.
Lead: Department head + HR. Write the job description (responsibilities, ownership, key stakeholders) and a role FAQ (scope, comp range, contract type, schedule/timezone). Align the interview to real scenarios the person will face.
Lead: Liz for lead roles, Elena for non-lead. 30–40 min video call. Motivation, ownership and accountability, comfort with ambiguity, communication clarity, cross-team collaboration, English fluency (Spanish a plus). We're weighing proactivity over a task-only mindset, clear thinking, and reliability. Decision: pass / fail.
Lead: Department head + HR. 45–60 min structured interview plus a practical exercise. Execution and attention to detail, prioritization, managing stakeholders, structured problem-solving, process and systems thinking, and judgment with sensitive information. Decision: pass / fail.
Lead: CEO. 45–60 min. Ownership beyond assigned tasks, growth mindset, comfort in a scaling org, alignment with company values. The key question: will this person make the team stronger over time? Decision: pass / fail.
Leads: HR + department head + CEO. Debrief within 24 hours of the final interview, written feedback submitted before the discussion, decision by consensus. If approved, offer sent within 48 hours.
Five pass/fail barriers, from role definition to the bar-raiser interview.
Fit screen, execution capability, and ownership & judgment barriers.
Marketing, Partnerships, Community, and E-Commerce hiring.
Role definition through CEO-level ownership & growth review.
Fit screen, product fundamentals, and technical case study.