People, Hiring & Culture
Regular meeting between manager and report for alignment and support.
Work done without real-time coordination, using docs and tools.
Applicant Tracking System for managing candidates.
Employee turnover over time.
Assigning a peer to help a new hire ramp up.
Defined levels and expectations for roles.
Pay structure including salary, bonus, and equity.
Hiring for complementary strengths that enrich culture.
Match between a candidate’s values and company culture.
How connected and motivated employees feel.
Equity granted as part of pay (options, RSUs).
Norms that encourage frequent, constructive feedback.
Early core team building the first product and culture.
Stages from sourcing to offer acceptance.
A structured set of interviews to evaluate a candidate.
A critical role that unlocks growth (e.g., Head of Sales).
Helping new hires become productive and aligned.
Structure showing reporting lines and teams.
Designing team structures to match strategy and stage.
Regular evaluation of performance and growth.
Process of finding and attracting candidates.
A company designed to operate primarily with distributed teams.
Restricted Stock Unit: promise to deliver shares when vesting conditions are met.
Criteria-based evaluation form used in interviews.
Finding potential candidates proactively.