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Strapi global Talent acquisition process

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DRI: @Fanny Le Gallou Last update: Q2 2022 Expiration date: Q2 2023

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Strapi Talent acquisition process

Screenshot from Lever our ATS
Screenshot from Lever our ATS

Steps

  1. First video interview
  2. Technical assessment
  3. Assessment debriefing
  4. Email package
  5. Team meetings
  6. Founder or HO Department interview (This is only needed for Senior, Management or Leadership roles - optional if it is for Level 6 or below)
  7. Values assessment
  8. Reference check
  9. Closing interview
  10. Announcements (internal and external)
  11. Close the Job on Lever *
How to remove a job posting

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”
  1. Onboarding process launch

⚠️ Please note that for interns, the process can be lighter
  • 2 - technical assessment is optional
  • 4 - 1 team meeting can be enough
  • 7 - 1 reference check is enough
⚠️ Please note that for freelances, the process is lighter
  • 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).