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Strapi Talent acquisition process
Steps
- First video interview
- Technical assessment
- Assessment debriefing
- Email package
- Team meetings
- Founder or HO Department interview (This is only needed for Senior, Management or Leadership roles - optional if it is for Level 6 or below)
- Values assessment
- Reference check
- Closing interview
- Announcements (internal and external)
- Close the Job on Lever *
THIS IS TO BE DONE BY THE HEAD OF TALENT ACQUISITION
- After logging into Lever, at the top of the page select “jobs” and click on the job that you would like to remove,
- Once you have confirmed the HIRE for the position - decline and archive all of the remaining applicants in the process, linked to the position/job you have selected on Lever.
- Then select the job title itself so that you can see the full job posting/description,
- Once in the job, at the top right-hand corner you will see two rectangles - “OPEN” and “SAVE CHANGES”. Select “OPEN”.
- A drop-down will appear with the heading “Job Posting Distribution”. Below this you will see the following options:
- External job site
- Internal job site
- Unlisted
- Close job posting
- Select “Close job posting”.
- NOTIFY XXXX about the closing of the position so that it is also removed from the website and any other places it has been posted
- Ensure that you have entered the correct information on the hiring plan and that the status of the role is “hired”
- 2 - technical assessment is optional
- 4 - 1 team meeting can be enough
- 7 - 1 reference check is enough
- 2 - technical assessment is optional
- 4 - no team meeting is needed (only the direct managers of the freelancer)
- 5 - no founder interview is needed
- 6 - no values assessment is needed
- 7 - no reference check is needed
- 8- no closing interview is needed
Detailed process overview
1 - First video interview Who: To be done by the TAM/ recruiter
Duration: 30min (If necessary, extra time can be provided for further discussions)
2 - Technical assessment Who: to be sent by the hiring manager or the team
Duration: (depends on the job/ hiring manager)
3 - Assessment debriefing
Who: To be reviewed by the hiring manager or the team
Duration: 30min/45min/1h (depends on the job/ hiring manager)
4 - Email package
Who: To be sent by the hiring manager
Duration: /
5- Team meetings
Who: To be organized by the TAM: 1 meeting (or more) with 2 Strapiers (no founders).
Duration: 30/45min
5 - Founder interview (This is only needed for Senior, Management, or Leadership roles - optional if it is for Level 6 or below)
Who: a founder, even if the hiring manager is one of the founders.
Duration: 30min
6- Values assessment
Who: Head of People @Fanny Le Gallou for managers (+ trained Strapiers @Yannis Kadiri @Laurine RENELIER @Quentin Sinig)
Duration: 1h
7- Reference check
Who: To be done by the hiring manager
Duration: 30min call
8- Closing interview
Who: To be done by the hiring manager or the TAM (hiring manager's choice)
Duration: 30min
9- Announcements
Who: To be done by the hiring manager
Duration: /
10- Onboarding process launch
Who: To be done by the hiring manager (duplicate those templates before utilizing them)
Recruitment VS Talent Acquisition
Recruitment is a need from the company to fill a vacancy at the right moment at a fair cost. The need can be to replace a position (the same player card and position) or fill a new one (new player card and job position). A player card with specific expectations (hard skills, soft skills, distinct certification, special experience) is created by the hiring manager, and the Talent department will start its mission from this job opening document.
Talent Acquisition is about finding the right candidate in a more or less favorable market while ensuring expectations are met and values are aligned. It’s the whole cycle from the job opening to the effective hire of the proper candidate. At Strapi, every candidate starts the talent acquisition process from the first step (first interview) and goes through the whole cycle to be hired (even referrals).