<aside> 💡 At Float, our term for a good cultural add is ”hell yes!” If we’re not excited about a person, we shouldn't hire them, and trying to fit a square peg into a round hole will lead to difficulties down the road. Finding the round peg for the round hole means setting a person up for success from the get-go.

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🤝 Our hiring philosophy

At Float, our hiring process is…

<aside> ➡️ Standardized

By having a standardized interview process, we make informed decisions rather than hiring based on ‘gut feelings’.

• How do we do this? </aside>

<aside> ➡️ Candidate-centric All candidates should enjoy their experience applying with Float, regardless of the outcome.

• How do we do this? </aside>

<aside> ➡️ Respectful of our candidate’s time We strive to make an informed hiring decision while ensuring that we are respectful to candidate’s time.

• How do we do this? </aside>

<aside> ➡️ Fair and equitable Our hiring process supports candidates with all backgrounds and experiences to support our goal of building diverse and innovative teams.

• How do we do this? </aside>

💥 Defining hell yes! at Float

Hell yes is not about an individual personality trait or specific skill set. We’re not looking for homogeneity. In fact, as a global remote company, we’re looking for the opposite. When we ask ourselves if a candidate is a hell yes, we’re looking holistically at:

Capability

<aside> 🛠 Does this person have the skill set and experience to set themselves up for success in this role?

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Capacity

<aside> 🥅 Does this role support this person’s goals? Will they thrive in their role?

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Alignment

<aside> 🤝 What is their mindset on work and life individually and as a team member?

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Here are some ways that we think about our three Hell Yes pillars:

1. Capability (skill set):
   • Do they have most or all of the must-have skills listed on the Hell Yes hiring page?
   • Are they excited about or been exposed to the nice-to-have skills?
   • Do they understand our problem space and are engaged in the problems Float is solving?
   • Do they show that they’re invested and interested in learning more about the role through their questions and research?
   • Can they add value to their team? Would you be excited to have them contribute?
2. Capacity (goals):
   • Do their long-term goals align with potential growth at Float?
   • Do the things they love doing and are best at align with the realities of the current role?
   • Do they have a growth mindset and show that there is more for them to learn?
   • Does our work environment bring out their best work life?
3. Alignment (values + mindset):
   • Do they provide thoughtful, inspiring, and bespoke responses to questions both in the application process and during the interviews?
   • Are they excited about and aligned with our ways of working?
   • Do they understand the principles of async work?
   • Do they align with our values?
   • Do they show up authentically rather than tell you what you want to hear? Do they showcase emotional intelligence?
   • Can they reflect on failures and growth areas?
   • Are they curious and interested in learning more about the role through their questions and research

💭 Hiring myths that we challenge at Float