<aside> ☝ If you have a verbal agreement with a new hire and need to onboard them, please use the Onboarding Request form and Ops will kick off the process.

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Guidelines

At Cantilever we set our expectations high. We really love when people share our passion for our Mission of Digital Hospitality as well and look for those who match our values.

For all roles, first and foremost we are looking for people who vibe with our Mission, Vision, and Values. This goes beyond what they say – good candidates have a demonstrated commitment to the same principles we do.

<aside> 🍝 Danny Meyer, one of our inspirations, uses the term “Hospitality Quotient” to describe these types of qualities. He says this makes up 51% of his hiring decisions. Skills and competencies are the other 49%.

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We like to hire those who bring a new perspective, differing viewpoints, and new approaches to the team. We value diversity in every form and strive to seek out perspectives which are missing from our team.

We have two staff types, and within those, multiple levels of commitment that are better for different people in different moments in their lives.

Since we are a remote team it’s critical that all hires have a demonstrated history of success in a fully remote role. This is especially important for full-time Core Team roles. Our standards for full-time are 35 hours per week, and working 35 hours per week at home is not for everyone.

Currently Ops leads our hiring processes, collaborating with the internal person who wants to make the hire. If you think hiring someone would be a good idea, please talk to @Ty Fujimura to discuss the key parameters:

• Do we need a Core Team member or a Contributor?
• What is the need the new hire will fill?
• What role will the person fill? Do we perhaps need a new role?
• What is our timeline?
• Do we need someone full-time or part-time?
• What level of seniority are we looking for? How does the potential wage fit in with our budgets?

<aside> 🦉 Our hiring methodology is heavily inspired by the Who Method. If you are going to do a hire, please read up on the method online or buy the book, it’s a short and easy read!

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Where we look for candidates

Ops should always start by creating a job description and posting it to our website’s Careers section via Webflow.

A fundamental concept in the Who Method is that the Job Description is formatted as a “Scorecard” which can then be used by everyone involved in the hire to grade the candidate. Our role definitions are already in the “Scorecard” format and are used to measure the performance of people once they are actually in the role. So you can use the role definition to quickly create a job description.