<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 of the 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

A lot of typical “hiring beliefs” are antiquated and don’t lead to equitable hiring decisions (even in tech). Many of these beliefs perpetuate systems that actively work against our Float values and our hiring philosophy. We challenge previously held assumptions in order to build candidate-centric interview processes and diverse, innovative teams.