Jobs

🔔Starting now🔔
A warm welcome to our inaugural /jobs AMA guest from the @optimism Talent Team, @harpcaster 🔴_🔴. 

Over the past two years, Harper has played a pivotal role in expanding the team from 20 to an impressively productive size of ~75 (labs + foundation).

Reply here with your questions :)

Official account of the Optimism Collective.

🔔Starting now🔔
A warm welcome to our inaugural /jobs AMA guest from the @undefined Talent Team, @harpcaster 🔴_🔴. 

Over the past two years, Harper has played a pivotal role in expanding the team from 20 to an impressively productive size of ~75 (labs + foundation).

Reply here with your questions :)

Placed 100+ in crypto jobs. Found the gaps, fixing them. 3x grant-backed founder building @interestedfyi to reshape onchain hiring. Ex @ConsenSysMesh.

A formative experience in my career was growing up in a values-driven org that grew from 30 to 150+ people. Change can be challenging when people care.

What is your approach to growing a deeply values focused team like OP? What have been the biggest challenges so far? What changes if OP scales to 100 or 1000 people?

I'm eth newbie..just learning
(working on @farcaster)

terminally.online

Fantastic question. This is something we think about A LOT! It's challenging.

Approach to value-centric scaling: 
- Heavily weight our cultural interview and dig deep when we see yellow flags
- Be extremely honest about what makes us unique. Candidates should actively get excited about the quirks.

Challenges: 
- Accepting some level of change. It's inevitable. What is good change vs. bad change? Hard question.
- Avoid hiring for "culture fit". We do not want to build a team of people that think the same way we do. 
- Making sure everyone "gets it". Particularly important for people involved with hiring.

Netflix has done this pretty well. It can feel harsh, but being super explicit about culture at the outset makes a huge difference and filters out a lot of people that would not be a good fit. 

https://docs.huihoo.com/netflix/netflix-culture-freedom-and-responsibility.pdf

- Provide candidates with ample opportunities to understand our culture (docs, blogs, video content). If it resonates with them, they'll usually let us know. This is strong signal!
- Be very thoughtful about who is doing interviews! Lean on culture-carriers.
- Everyone meets at least one founder.