What We Look For

We’re typically deciding who to set interviews with after looking at 100s of typeform submissions/linkedin profiles for 1-2 minutes a piece. Our process is far from perfect but here are the main things we are looking at as we decide who to reach out to.

1) LinkedIn

LinkedIn structures everyone’s work history the same way. Resumes and porfolio websites are much harder for us to look at. The more information you have on LinkedIn - the stacks you’ve worked with, a brief summary of what type of work you do, a headline with your stack in it - the easier it is for us to assess fit at a glance.

2) Years of Experience

This is an imperfect measure of seniority but it’s visible at a glance and it’s a rough proxy for seniority. Almost every engineer we work with has at least 4-5 years of experience.

This isn’t because we don’t believe folks with less experience can’t do the work we post about, it’s just because we’re resource constrained and it takes us fewer interviews to find someone that’s a good fit for a role when we focus on folks with more experience.

3) Keywords

If a role requires working with a particular technology like react, python or terraform, we’ll look at your linkedin to see how much experience you have working with that or similar types of things.

You shouldn’t change your linkedin on our behalf but if you don’t have the stacks you’ve worked with in your past roles on linkedin that can make it challenging for us to assess fit as we’re scanning through your profile.

4) Startup Experience

Almost all of our clients are early stage startups and working at early stage companies is typically a pretty different experience from working with much larger companies.

It’s often difficult for us to understand based off of someone’s linkedin profile whether a given company they were working at was an early stage startup but when we see clear indications that folks have early stage experience that’s always a plus.

5) Experience with Western Companies

This is far from a hard requirement for our roles but it’s good to see folks with experience working at U.S., Canadian, or European companies.

It indicates that they likely have experience working in an english speaking environment and at places that with cultures similar to our clients’.

6) Your Rate

Sometimes we’ll take calls with candidates that we would otherwise pass over because their rate is exceptionally competive given their experience. Likewise if a candidate we’d otherwise like to speak with has a rate that we feel is too high given their experience, we may skip over that candidate.

7) English

It’s often difficult to assess english language skills from a linkedin profile but we do like to see at least some english on linkedin or in typeform. Grammatical mistakes are fine, it’s more just about whether folks are using english or not.

No one of these things is critical by itself but these are generally the things we’re scanning for as we’re looking through typeform submissions.