Jobs

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A warm welcome to today's AMA guest, @jakerr.eth 

Jake is currently helping Flashbots, Goldsky, and Conduit with their hiring. Before that, he was the in house Recruiter at Paradigm and has also helped hire for other top teams like Jump, 0x Labs, etc.

Reply with your questions for Jake here :)

Talent Consultant @ Goldsky, Flashbots, Conduit
prev. Talent @ Paradigm, 0x Labs, Jump

Underemployed so building 
@interestedfyi (interested.fyi)
 to help people get /jobs | OP Badgeholder accepting delegations via alec.eth // Prev. 
ConsenSysMesh

how do you define and asses cultural fit? how can you tell it exists when matching candidates and companies?

The team should spend time defining what ‘culture fit’ means to them in terms of values and corresponding behaviors – and then use those definitions to create interview questions.

Teams need to be careful not to over-index on subjective criteria for culture fit (e.g. ‘vibes’) because it can lead to self-selecting for people that we like to hang out with or are familiar/the same as us = more homogenous teams over time.

Recruiters have an important role in keeping teams objective and making sure they are evaluating candidates using this pre-defined criteria.

I like to use “culture add” as a framework – what does this person add to our culture that we (1) really value and/or (2) don’t already have?