1. Candidates apply and are screened based on whether their background meets the minimum requirements. Saying why the role is interesting and supplying a LinkedIn profile go a long way.
2. Candidates go through a **short written assessment** to calibrate a specific set of technical skills.
3. If that’s a 👍, there’s a **hiring manager screen**. It’s not a particularly qualifying conversation, but more of a fit evaluation (what the candidate wants, what Metabase needs and can offer).
4. If that’s a 👍, the candidate moves to **panel interviews** with different people, scheduled asynchronously. Once the interviews happen, the team meets to debrief.
5. If that’s a 👍, we move to a **take-home assignment**, shared at the time, to be delivered asynchronously. Once it’s sent, the team meets to debrief.
6. If that’s a 👍, since it’s extremely rare for a submission to be a slam dunk, we may have a live conversation to **dive deep into the take-home submission**. Whether to move forward is a hiring manager decision.
7. If that’s a 👍, there’s a **final conversation with our CEO**, and we make a final call.