- Creating a comfortable experience
- Setting clear expectations at every stage.
- Encouraging open conversation.
- Allowing the candidates to turn up in whatever clothes and whichever environment they feel most comfortable in.
- Being mindful of candidates’ time
- Streamlining the process to avoid unnecessary rounds and delays.
- Communicating promptly with updates on their application status.
- Respecting interview durations and sticking to scheduled times.
- Recognizing their potential
- We look beyond the CV, focusing on skills, growth mindset, and cultural fit.
- Give constructive feedback from the formal Interviews.
- Build long-term relationships for potential future opportunities.
Roles
The recruitment process is typically led by the Hiring Lead, with support from the Operations team, the CEO, and/or other individuals related to the vacant role.Responsibilities
Hiring lead:- Ensuring the budget for the vacancy is confirmed
- Creating the job description
- Advertising the role
- Reviewing CVs and cover letters and/or portfolios
- Running initial calls and formal interviews
- Qualifying out
- Communicating with the candidates
- Running reference checks
- Offering the job
- Onboarding the new employee
- Running Background checks
- Issuing the offer letter
- Issuing the Contract
- Supporting with onboarding the new employee
- Running the Culture and Values interview
- Support with initial calls and formal interviews
Hiring Process
Step 1: Job Description
The hiring lead will produce a 1-2 page job description which clearly states:- Who Mindset AI are and What We Do
- What the vacancy is for and the type of role
- What the responsibilities of this vacancy include
- The salary range
- The benefits offered
Step 2: Job Advert
For most roles within Mindset AI, LinkedIn Jobs is used to advertise the vacancy. However, where possible, we also look to advertise on role or sector-specific sites and encourage a wide pool of candidates from various backgrounds. The job advert will also include some basic screening questions that are specific to each role but may include ‘years of experience’ or ‘fluency in a specific language’. The Job advert on Linkedin is listed for 2 weeks, or until 1,000 candidates have applied (whichever happens first). We currently only support 1,000 candidates per vacancy due to the size of our team because we want to make sure every candidate has a good experience. The Job advert is also shared internally in #announcements for any current employees who want to apply. They will follow the same process as external candidates to ensure a fair and consistent experience.Step 3: Screening Applicants
When reviewing candidates’ applications, we look for relevancy to the role (this can be via experience, skillset or something else). Only candidates we want to proceed with will be notified at this stage.Step 4: Interviews
The interviews are a three-stage process: Initial call, Formal interview, and Culture and Values interview. During each stage, you will have the opportunity and we encourage you to ask questions about the role, the team, and the company. We want to make sure that Mindset AI is the right fit for you, just as much as you are the right fit for Mindset AI.Step 5: Verbal confirmation of interest
If you progress through all interviews successfully, after the 3rd and final one, you will be notified via email and/or phone call. We will confirm you are still interested in the role and at this point we will explain the next steps, including Background Checks and References before issuing a formal offer letter.Step 6: Background checks
Mindset AI currently contracts with UCheck to provide background screenings.Step 7: Reference checks
We will ask for 2-3 references from recent employers to validate the information you have shared with us and learn from them how best to work with you. We will then carry out 15-minute calls with each reference. These questions will include:- What was your professional relationship with the candidate?
- During which timeframe did you work with the candidate?
- How well did they perform in their role?
- How did they handle feedback and constructive criticism?
- How did they contribute to the workplace culture?
- How do you suggest I best support the candidate in their next role?