Hi, thanks for the interest in joining our team. This doc is a brief overview of our interview process, so you can understand what to expect.
Our Approach
The way we approach hiring is roughly as such:
- Before writing a public job description, we write an internal articulation of the job. It outlines the role, including the expected profile, the necessary skills, and the not-necessary ones
- From there, we develop an interview plan, where each interview is deliberately designed to assess a subset of the necessary skills.
- What we know a priori can’t be assessed in an interview is moved to a take-home assignment (all roles at Metabase involve one).
- If for some reason we can’t be confident of a 👍 or 👎 on one or more specific skills, we devise a specific interview or exercise to assess it. It’s relatively rare, though.
- Overall, we strive to design an interview process very centered on skill evaluation, such that candidates don’t have to (and don’t particularly benefit) from preparation.
Steps for this Role
For the Product Manager role, the process is as such:
- Candidates apply and are screened based on whether their background meets the minimum requirements. Saying why the role is interesting and supplying a LinkedIn profile go a long way.
- Candidates go through a short written assessment to calibrate a specific set of technical skills.
- If that’s a 👍, there’s a hiring manager screen. It’s not a particularly qualifying conversation, but more of a fit evaluation (what the candidate wants, what Metabase needs and can offer).
- If that’s a 👍, the candidate moves to panel interviews with different people, scheduled asynchronously. Once the interviews happen, the team meets to debrief.
- If that’s a 👍, we move to a take-home assignment, shared at the time, to be delivered asynchronously. Once it’s sent, the team meets to debrief.
- It’s extremely rare for a submission to be a slam dunk, so after this we have a live conversation to dive deep into the take-home submission. Whether to move forward is a hiring manager decision.
- If that’s a 👍, there’s a final conversation with our CEO, and we make a final call.
The overall process usually takes 3-5 weeks, with scheduling across the board being the main bottleneck. It can in specific circumstances be compressed. If for some reason this process doesn’t work for you, please say so, or potentially consider another role.