Since we’re hiring a UX/visual designer and an engineer, I thought we’d explain how we think about hiring at Ridejoy.
Every employer says people are their most important asset. For four-person internet startups like Ridejoy, people are our only asset, and everyone knows it.
But it’s hard enough to figure out how to build a viable business without having to worry about hiring. And if you’re lucky enough to be able to hire people, you’re probably desperate to get someone onboard immediately. Who has time to figure out hiring?
(It’s not like a marriage. Or is it? After all, you’ll spend 2-10x as much time together as you will with your significant other. Though 10x would be sad.)
We all know to “hire slow and fire fast”, but for most startups, it feels more in line with the usual fail fast mentality to “hire fast… fire faster”. It’s only a small exaggeration. One of our favorite advisors had to fire her first several hires when she started out as CEO.
We’re taking a little extra time and effort before getting hitched; we just care too much. We haven’t used matchmakers yet, either.
Here’s some of what we’ve come up with to attract the people we want to work with at Ridejoy:
- Culture: It’s collaborative, open, and just a bit sentimental. As a company built on the sharing economy, we think (almost) everything’s better together. We think you can tell a lot about us from our jobs page as well.
- Compensation: Fortunately, we’re able to offer competitive market salaries and great health coverage. As for equity, because we’d all worked at other startups previously and had many friends at startups, we knew what percentage equity was usually offered to early employees; we wanted to be more generous.
- Perks: We went for the kitchen sink, with $1,000 “Ultimate Collaborative Consumption Package“, a $3K equipment budget, all-you-can-eat food at work, and a $500/mo housing subsidy for living near our San Francisco office.
The last step of our interview process involves working together for a couple days (paid) to give both sides a chance to figure out whether it’s a good fit.
At most places, new hires commit to spending potentially thousands of hours at their new company after only a few hours, mostly spent interviewing. It’s crazy. We believe in living together before the wedding. At least for a weekend.
Anyway, we like to think this care and attention resulted in our new community manager Margot choosing us (out of everyone on the entire Internet!) to send her way intense proposal to. Let us know if you can help us with another happily-ever-after, or two.
Oh, and feel free to take an extra slice of wedding cake on your way home.