4 Posts found for Author: Jeremy Stanley

The most important reason not to pre-screen [job candidates] is that it removes a huge source of initial bias. Many incredibly talented candidates won’t have the education or experience recruiters are trained to look for. This not only means you lose out on great candidates, but you’re also going to be competing furiously for those few candidates that look good on paper — everyone else … [ Read more ]

Content: Quotation | Author: Jeremy Stanley | Source: First Round Review | Subjects: Hiring, Human Resources

We designed our [hiring] process to test these [quantitative] skills first, then move on to more subjective (yet still measurable) skills like problem solving and communication. Only at the end do we get to the most subjective of all — how the candidate works on a team and fits into the culture. These later stage, more subjective criteria are the most time-consuming to evaluate and … [ Read more ]

Content: Quotation | Author: Jeremy Stanley | Source: First Round Review | Subjects: Hiring, Human Resources

Investing in an always-on process will force you to treat hiring as a discipline. This will drive consistency in protocol and results, enable you to collect data about your successes and failures, and force you to manage your talent pipeline with the same care you manage your data pipelines.

Content: Quotation | Author: Jeremy Stanley | Source: First Round Review | Subjects: Hiring, Human Resources

Under pressure, startups have a need for speed that makes freestyle negotiations or plug-and-play comp data resources attractive. But it doesn’t have to stay this way — and it can’t if a company wants a sound comp philosophy, one that prizes equity, transparency and employee happiness. Enter Jeremy Stanley, Udi Nir and Guissu Baier, the VPs of Data Science, Engineering and HR, respectively. They’re the … [ Read more ]

Content: Case Study | Authors: Guissu Baier, Jeremy Stanley, Udi Nir | Source: First Round Review | Subject: Human Resources | Company: Instacart