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Initial docs #26

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Oct 7, 2015
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Initial docs #26

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iamb55 Oct 7, 2015
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This conversation was too intimidating
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2 changes: 1 addition & 1 deletion Operations Documents/Interview Process.md
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Expand Up @@ -20,6 +20,6 @@ The last 30 minutes should be used for questions and answers from both sides. Th

# Team Fit — Full Day

Finally, the candidate should come in for a whole day of talking to and working with the team. In the morning, they should talk to the founders about their experience and interests, and then drill into a much more challenging problem than they had to deal with in their technical interview. We want to get a sense for how candidates handle something out of their comfort zone, how they ask for help, etc. It’s also important that candidates feel like they’ve earned their offer by the time they get it, so this part of the process should be hard!
Finally, the candidate should come in for a whole day of talking to and working with the team. In the morning they'll drill into a much more challenging problem than they had to deal with in their technical interview. We want to get a sense for how candidates handle something out of their comfort zone, how they ask for help, etc. It’s also important that candidates feel like they’ve earned their offer by the time they get it, so this part of the process should be hard!

After the morning exercises, candidates go out to lunch with the team before coming back to the office for one on ones with everyone. As we get a little bigger, this might need to be one on twos to fit conversations into a reasonable amount of time.
4 changes: 2 additions & 2 deletions README.md
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At Clef we’re working to build an inclusive company with a value-driven culture. That’s an easy thing to want and say, but it’s difficult to practice because exclusion is the default in our industry. It takes active effort to find the hidden biases in our companies and remove them.

As we started growing our team this year, we looked for a starter-kit of inclusive policies. A lot of great work is being done to discuss cultural problems and their solutions, but it’s scattered around the web and very little is written in the form of policy.
As we started growing our team this year, we looked for a starter-kit of inclusive policies. A lot of great work is being done to discuss cultural problems and their solutions, but it’s coming from a lot of different voices around the web and very little is written in the form of policy.

We wanted something better so we decided to write our own and open source it.
We wanted to put those learnings into practice, so we decided to write our own handbook and open source it.

This repository contains all of the policies that we use at Clef. It represents many hours of research, lots of thoughtful debates, and some serious introspection. It’s certainly not perfect, but we think it’s an exciting place to start.

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