We have a fairly rigorous hiring process at Array Digital. It breaks down into the following six steps:
We have to figure out what we need so we know who we need to hire. We then create the job ad and post it on Indeed, our website, and our social networks.
After we get applications, we send out some screening questions. Depending on the answers to those questions we will then set up a 15-minute technical phone screen between the applicant and the Hiring Manager. This is to gauge the applicant’s technical ability to fulfill the job.
If the applicant passes that screening they move onto the 60 minute interview with the Hiring Manager. This is what you would consider your typical interview. If they pass this interview they go onto the final interview.
This is a 30 minute interview with the company Founders, Erik and Kevin. This is to go over our core values and make sure the applicant fits in with them. This last interview determines if we will make them an offer.
At this point the Hiring Manager will call the top applicant and make them a verbal offer. If it is accepted we move onto the last step.
At this point we run background and reference checks, send the official employment offer, and onboarding begins.