We’re looking for our next key contributor – someone who’s good for the role, good for Critical Start, and will enjoy the job.
Things move quickly around here. That means we have to be nimble, both in how we work and how we hire. We look for people who are great at lots of things, love big challenges and always get results. We’re looking for people who are good for Critical Start —and not just for right now, but for the long term.
This is the core of how we hire. Our process is pretty basic; the path to getting hired usually involves a first conversation with the hiring manager, a phone interview and an onsite interview at one of our offices. But there are a few things we’ve baked in along the way that make getting hired at Critical Start a little different.
Our Selection Process
We’re looking for smart, team-oriented people who can get things done. When you interview at Critical Start, you’ll interview with three or four people. They’re looking for three things:
We aren’t a very political organization and everyone works together as a team. We are focused on results and expect every employee to challenge the status quo (and be challenged in return). We trust the people we hire and give a tremendous amount of flexibility around work schedule, vacations, and how to contribute. However, in return we expect a tremendous work ethic and positive attitude! Be expecting some very different questions as we try to ensure there is a strong mutual fit.
Role-Related Knowledge and Skills
We’re looking for people who have a variety of strengths and passions, not just isolated skill sets. We also want to make sure that you have the experience and the background that will set you up for success in your role. For technical candidates in particular, we’ll be looking to check out your technical areas of expertise. For customer-facing roles, we will ask you to give presentations to demonstrate your ability to simply articulate the business value of complex technology.
How You Think
We’re less concerned about grades and transcripts and more interested in how you think. We’re likely to ask you some role-related questions that provide insight into how you solve problems. Show us how you would tackle the problem presented–don’t get hung up on nailing the “right” answer.