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. We like to hire those who bring a new perspective, differing viewpoints, and new approaches to the team. We value a diversity of thought on our team and strive to search out those who are missing from our lineup. Any remote working experience is a plus as well as we thrive on autonomous work- which may not be for everyone.
Generally our People Ops department will work in conjunction with the head of the department when a need for a new hire arises. The head of the department knows what their team needs so it's good for them to write a job description first thing off the bat. Both the People Ops team and the head of the department need to be on the same page so it's great for a meeting to be the starting point once the job description is created. During the initial meeting it will be good to talk out the following:
- What type of role is this?
- What is our salary range (review career ladders)?
- Whats the timeline that we want to hire this person within?
- Who in the department will oversee this person?
- What's the best approach to hiring for this role if the position is technical?
- What sites do we want to list this job on, if any, outside of our website?
- Do you (Hiring manager) know anyone who may be a good fit?
We like to take a targeted approach to hiring. Many large job boards have a high yield, but aren't great when sorting through the less qualified candidates. We prefer to add any new roles to our Cantilever site first- so that anyone who is looking around at agencies (or directly at us) can see this and apply. Posting to Cantilever Social channels is also a great way to find qualified candidates. This helps get the word out and our team can share those posts to reach a larger network. We have a database of platforms that we use and continually update as we find the best places to find talent.
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It's also imperative that our People Ops team and the head of the department are active in searching for the candidate. This means they should- once everything is posted for the world- start searching through relevant sites and invite qualified candidates to apply. Sometimes this needs to be done by a more technical person first so they can vet the skills of those they ask to apply. Other times it makes sense for the People Ops team to do this directly. It's also very possible that we may send team members to a conference, meet up or something similar to search out qualified candidates as well. The head of the department will have a budget for searching for the candidate.
Once you find your grade A person, you'll want to send the offer letter to them. Often times that looks something like this:
We spoke to your references and they confirmed our impression of you. We would like to formally offer you the role of Best Sheep at Cantilever!
We are very excited by your outstanding talent, leadership skills, and enthusiasm for our mission. We think you will be a great fit here and feel super lucky that you are interested in joining the team.
Here is the job description for the role. Reviewing the list I feel comfortable that you will do great at all of these duties. If you have any concerns about performing this role just let us know what’s on your mind. We want to make sure expectations are set properly on all sides.
Our goal is to fill your plate with working that wool, but to stay busy and help the team we will ask you to fill in on user testing in other disciplines as well. You expressed that you were comfortable with this and I just wanted to confirm here.
We saw your expectations and believe they are fair to your skills and experience.
We base compensation on the current abilities of each team member. For someone coming in new, we have to be a bit speculative, since we can’t truly understand your abilities until we’ve started working together.
We judge against the Career Ladder for each role. Each ladder has four tiers, each with "steps" between 0 and 10. The tier and step equate to a salary from a pre-determined table.
Your expected salary range falls into the high steps of the ⭐️⭐️ tier for cute sheep, bordering on the ⭐️⭐️⭐️ tier. Reviewing the expectations for someone in that zone, we see that we are asking:
- List of skills this type of person should have
- Really Soft Wool
- Cute Nose
- Ability to do little sheep jumps from time to time.
I believe that you satisfy most of these criteria and therefore the placement is fair. We believe that ⭐️⭐️⭐️, step 10 is an appropriate placement for you. However we should consider the placement provisional, since we haven’t had proper time to analyze your skills at being cute, quality of wool, etc. After the first quarter of work we’ll all have a much better sense of where you stand and (ideally) we can confirm our initial judgment.
Plugging this information into our matrix, I computed a salary offer of $1,000,000.
As a full-time employee you would also be eligible for our full benefits package. Please make sure to review it carefully, as our approach to health insurance is a bit atypical and you should make sure it works for your lifestyle and health needs. We can always discuss alternatives if it does not
If you accept our offer we are ready to start as soon as possible. I can’t wait to get you integrated with the team. We understand that you will likely need some time to wind down your current role, and may wish to take some personal time before starting. That’s totally understandable, just let us know.
I am honored that someone like you would want to be a part of our team. I’m eager to work with you to deliver Digital Hospitality to the people who use our sites. I hope you have a great experience here and can grow as both a designer and a leader. I think we can all learn a lot from you.
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When you send the offer letter, make sure that you CC People Ops so they are aware an offer has been made. If your candidate accepts the offer this will also trigger People Ops to run onboarding. They will take it from there to get the team member integrated to the team.