From ddcdbaa8c6094837e27bbda22f2b0292afb27261 Mon Sep 17 00:00:00 2001 From: Andy Vandervell <92976667+andyvan-ph@users.noreply.github.com> Date: Wed, 5 Nov 2025 11:53:25 +0000 Subject: [PATCH 1/7] Better advice on candidate scoring --- .../handbook/people/hiring-process/index.mdx | 27 ++++++++++++++----- 1 file changed, 20 insertions(+), 7 deletions(-) diff --git a/contents/handbook/people/hiring-process/index.mdx b/contents/handbook/people/hiring-process/index.mdx index 59d49f85713f..c67a3b412f5c 100644 --- a/contents/handbook/people/hiring-process/index.mdx +++ b/contents/handbook/people/hiring-process/index.mdx @@ -300,16 +300,29 @@ As a rule, all interviews at PostHog are conducted in English. Whilst this might If you are paired with an interviewee who speaks your native language, just politely acknowledge this and let them know all interviews are conducted in English. We also require these calls to be conducted as a video call, so a working webcam is necessary. -### How interviews are scored +### How to score interview candidates -Scoring Scale (1– 4) +We score candidates from 1 to 4 – 1 being a strong no and 4 a strong yes. Please consider the following principles when scoring candidates: -- 1: Strong No = This candidate is clearly not a fit for PostHog now or in the future -- 2: No = Not a fit now (maybe in the future) -- 3: Yes = This is a solid hire -- 4: Strong Yes = This is an exceptional person we need to hire. (we might go to extra lengths to hire them) +- We should only hire people who we're confident will either raise the bar immediately, or who we think have a high ceiling and are likely to do so in the forseeable future. -> A good rule of thumb when deciding whether not to progress at any stage: if the candidate is between a 2 and a 3, then it's a 2. It's almost never worth putting through someone who is a 'maybe'! We provide lots of information about PostHog to enable candidates to put their best application forward. +- Advancing anyone at any stage who could be a "solid hire" is an anti-pattern to be avoided. We're either confident they will raise the bar, or think they have the potential to do so. That's it. + +#### Scores explained + +- **1. Strong No = Never:** Applies to anyone who you don't think could ever raise the bar here. Obviously bad culture fit is an automatic strong no, even if they have some of the relevant skills for the role. + +- **2. No = Not now** Only applies to candidates who you would *confidently* consider in future. This normally means they're a good culture fit who could raise the bar, but they lack something we specifically need in the role we're considering them for right now. + +- **3. Yes = Potential bar raiser:** Applies to anyone who you think could raise the bar and fits our needs, but you're not 100% sure. Explain your mild concerns and what it would take for you to be convinced. + +- **4. Strong yes = Guaranteed bar raiser:** Applies to anyone you're **very confident** will raise the bar and/or has a high ceiling. We might go to extra lengths to hire them. + +#### Useful tips for socring + +- If the candidate is between a 2 and a 3, then it's a 2. It's almost never worth putting through someone who is a maybe! We provide lots of information about PostHog to enable candidates to put their best application forward. + +- The only question that matters is "will they raise the bar?", so consider the scores a measure of your confidence in their ability to do so. ### 1. Culture interview with People & Ops From 082b581a4113ac3efc4ca0ce7cd8d99f8b683cc9 Mon Sep 17 00:00:00 2001 From: PostHog Date: Wed, 5 Nov 2025 12:37:15 +0000 Subject: [PATCH 2/7] Fix typos --- contents/handbook/people/hiring-process/index.mdx | 2 +- 1 file changed, 1 insertion(+), 1 deletion(-) diff --git a/contents/handbook/people/hiring-process/index.mdx b/contents/handbook/people/hiring-process/index.mdx index c67a3b412f5c..c15fa14855f7 100644 --- a/contents/handbook/people/hiring-process/index.mdx +++ b/contents/handbook/people/hiring-process/index.mdx @@ -304,7 +304,7 @@ If you are paired with an interviewee who speaks your native language, just poli We score candidates from 1 to 4 – 1 being a strong no and 4 a strong yes. Please consider the following principles when scoring candidates: -- We should only hire people who we're confident will either raise the bar immediately, or who we think have a high ceiling and are likely to do so in the forseeable future. +- We should only hire people who we're confident will either raise the bar immediately, or who we think have a high ceiling and are likely to do so in the foreseeable future. - Advancing anyone at any stage who could be a "solid hire" is an anti-pattern to be avoided. We're either confident they will raise the bar, or think they have the potential to do so. That's it. From 452b55c4939c622b2ac87993f3d8fc094b21220a Mon Sep 17 00:00:00 2001 From: Andy Vandervell <92976667+andyvan-ph@users.noreply.github.com> Date: Wed, 5 Nov 2025 12:39:27 +0000 Subject: [PATCH 3/7] Tweaks --- .../handbook/people/hiring-process/index.mdx | 22 ++++++++----------- 1 file changed, 9 insertions(+), 13 deletions(-) diff --git a/contents/handbook/people/hiring-process/index.mdx b/contents/handbook/people/hiring-process/index.mdx index c67a3b412f5c..98b0c6302d10 100644 --- a/contents/handbook/people/hiring-process/index.mdx +++ b/contents/handbook/people/hiring-process/index.mdx @@ -300,29 +300,25 @@ As a rule, all interviews at PostHog are conducted in English. Whilst this might If you are paired with an interviewee who speaks your native language, just politely acknowledge this and let them know all interviews are conducted in English. We also require these calls to be conducted as a video call, so a working webcam is necessary. -### How to score interview candidates +### How we score interview candidates -We score candidates from 1 to 4 – 1 being a strong no and 4 a strong yes. Please consider the following principles when scoring candidates: - -- We should only hire people who we're confident will either raise the bar immediately, or who we think have a high ceiling and are likely to do so in the forseeable future. - -- Advancing anyone at any stage who could be a "solid hire" is an anti-pattern to be avoided. We're either confident they will raise the bar, or think they have the potential to do so. That's it. - -#### Scores explained +We score candidates from 1 to 4 – 1 being a strong no and 4 a strong yes: - **1. Strong No = Never:** Applies to anyone who you don't think could ever raise the bar here. Obviously bad culture fit is an automatic strong no, even if they have some of the relevant skills for the role. - **2. No = Not now** Only applies to candidates who you would *confidently* consider in future. This normally means they're a good culture fit who could raise the bar, but they lack something we specifically need in the role we're considering them for right now. -- **3. Yes = Potential bar raiser:** Applies to anyone who you think could raise the bar and fits our needs, but you're not 100% sure. Explain your mild concerns and what it would take for you to be convinced. +- **3. Yes = Could raise the bar:** Applies to anyone who you think could raise the bar and fits our needs, but you're not 100% sure. Explain your mild concerns and what it would take for you to be convinced. + +- **4. Strong yes = Very likely to raise the bar:** Applies to anyone you're **very confident** will raise the bar and/or has a high ceiling. We might go to extra lengths to hire them. -- **4. Strong yes = Guaranteed bar raiser:** Applies to anyone you're **very confident** will raise the bar and/or has a high ceiling. We might go to extra lengths to hire them. +### Useful scoring principles and tips -#### Useful tips for socring +- We should only hire people who we're confident will either raise the bar immediately, or who we think have a high ceiling and are likely to do so in the forseeable future. -- If the candidate is between a 2 and a 3, then it's a 2. It's almost never worth putting through someone who is a maybe! We provide lots of information about PostHog to enable candidates to put their best application forward. +- Advancing anyone at any stage who could be a "solid hire" is an anti-pattern to be avoided. We're either confident they will raise the bar, or think they have the potential to do so. That's it. Consider the scores a measure of your confidence in their ability to do so. -- The only question that matters is "will they raise the bar?", so consider the scores a measure of your confidence in their ability to do so. +- If a candidate is between a 2 and a 3, then it's a 2. It's almost never worth putting through someone who is a maybe! We provide lots of information about PostHog to enable candidates to put their best application forward. ### 1. Culture interview with People & Ops From 1f9a5e3ef30bffd3180ee8d6bfd101a0a2a6fab8 Mon Sep 17 00:00:00 2001 From: Andy Vandervell <92976667+andyvan-ph@users.noreply.github.com> Date: Wed, 5 Nov 2025 12:40:16 +0000 Subject: [PATCH 4/7] Update index.mdx --- contents/handbook/people/hiring-process/index.mdx | 2 +- 1 file changed, 1 insertion(+), 1 deletion(-) diff --git a/contents/handbook/people/hiring-process/index.mdx b/contents/handbook/people/hiring-process/index.mdx index 98b0c6302d10..6b713b37277b 100644 --- a/contents/handbook/people/hiring-process/index.mdx +++ b/contents/handbook/people/hiring-process/index.mdx @@ -302,7 +302,7 @@ If you are paired with an interviewee who speaks your native language, just poli ### How we score interview candidates -We score candidates from 1 to 4 – 1 being a strong no and 4 a strong yes: +We score candidates from 1 to 4, 1 being a strong no and 4 a strong yes: - **1. Strong No = Never:** Applies to anyone who you don't think could ever raise the bar here. Obviously bad culture fit is an automatic strong no, even if they have some of the relevant skills for the role. From 1cf0085ea11ba877e3f846e3205bde65ff042487 Mon Sep 17 00:00:00 2001 From: Andy Vandervell <92976667+andyvan-ph@users.noreply.github.com> Date: Wed, 5 Nov 2025 12:40:38 +0000 Subject: [PATCH 5/7] Update index.mdx --- contents/handbook/people/hiring-process/index.mdx | 2 +- 1 file changed, 1 insertion(+), 1 deletion(-) diff --git a/contents/handbook/people/hiring-process/index.mdx b/contents/handbook/people/hiring-process/index.mdx index 6b713b37277b..871c2031700a 100644 --- a/contents/handbook/people/hiring-process/index.mdx +++ b/contents/handbook/people/hiring-process/index.mdx @@ -304,7 +304,7 @@ If you are paired with an interviewee who speaks your native language, just poli We score candidates from 1 to 4, 1 being a strong no and 4 a strong yes: -- **1. Strong No = Never:** Applies to anyone who you don't think could ever raise the bar here. Obviously bad culture fit is an automatic strong no, even if they have some of the relevant skills for the role. +- **1. Strong No = Never:** Applies to anyone who you don't think could ever raise the bar here. Obviously bad culture fit is an automatic strong no, even if they have the relevant skills for the role. - **2. No = Not now** Only applies to candidates who you would *confidently* consider in future. This normally means they're a good culture fit who could raise the bar, but they lack something we specifically need in the role we're considering them for right now. From 1ebff79246ab51957e4ab4b0ba1734ae655336fc Mon Sep 17 00:00:00 2001 From: PostHog Date: Wed, 5 Nov 2025 12:41:53 +0000 Subject: [PATCH 6/7] Fix typos --- contents/handbook/people/hiring-process/index.mdx | 2 +- 1 file changed, 1 insertion(+), 1 deletion(-) diff --git a/contents/handbook/people/hiring-process/index.mdx b/contents/handbook/people/hiring-process/index.mdx index 871c2031700a..4ac35fbda036 100644 --- a/contents/handbook/people/hiring-process/index.mdx +++ b/contents/handbook/people/hiring-process/index.mdx @@ -314,7 +314,7 @@ We score candidates from 1 to 4, 1 being a strong no and 4 a strong yes: ### Useful scoring principles and tips -- We should only hire people who we're confident will either raise the bar immediately, or who we think have a high ceiling and are likely to do so in the forseeable future. +- We should only hire people who we're confident will either raise the bar immediately, or who we think have a high ceiling and are likely to do so in the foreseeable future. - Advancing anyone at any stage who could be a "solid hire" is an anti-pattern to be avoided. We're either confident they will raise the bar, or think they have the potential to do so. That's it. Consider the scores a measure of your confidence in their ability to do so. From 844c4eb61b133d7b3fdb2ccf11071a183b315ba0 Mon Sep 17 00:00:00 2001 From: Andy Vandervell <92976667+andyvan-ph@users.noreply.github.com> Date: Wed, 5 Nov 2025 15:45:18 +0000 Subject: [PATCH 7/7] Tweaks based on my boy Charles' feedback --- contents/handbook/people/hiring-process/index.mdx | 4 ++-- 1 file changed, 2 insertions(+), 2 deletions(-) diff --git a/contents/handbook/people/hiring-process/index.mdx b/contents/handbook/people/hiring-process/index.mdx index 4ac35fbda036..c3f32f8917aa 100644 --- a/contents/handbook/people/hiring-process/index.mdx +++ b/contents/handbook/people/hiring-process/index.mdx @@ -314,9 +314,9 @@ We score candidates from 1 to 4, 1 being a strong no and 4 a strong yes: ### Useful scoring principles and tips -- We should only hire people who we're confident will either raise the bar immediately, or who we think have a high ceiling and are likely to do so in the foreseeable future. +- We should only hire people who we're confident will at least meet the bar of the existing team, and who could conceivably raise it either now, or in the foreseeable future. -- Advancing anyone at any stage who could be a "solid hire" is an anti-pattern to be avoided. We're either confident they will raise the bar, or think they have the potential to do so. That's it. Consider the scores a measure of your confidence in their ability to do so. +- Advancing anyone at any stage who you think could be a "solid hire" is an anti-pattern to be avoided. Ultimately, we should be excited by the prospect of working with someone, and this should be true for a 3 even if you have mild concerns. - If a candidate is between a 2 and a 3, then it's a 2. It's almost never worth putting through someone who is a maybe! We provide lots of information about PostHog to enable candidates to put their best application forward.