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This page walks you through how we hire at Luminovo: the thinking behind our process, and each stage from the first conversation to the offer.
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Content overview
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We hire against what you’ll need to get done in the role, so every open position comes with a performance profile instead of a list of requirements.
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To be a successful organization, we need to hire, grow, and retain top talent.
We know that top performers look at each job opportunity as a strategic decision.
You will want to see clear potential for professional & personal growth in this role & team – both short-term and long-term.
And we also want to see this potential in you.
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We believe that putting out what needs to be done to be successful in a particular role is much more exciting than narrating a long list of skills required.
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It shifts the focus from what you have to what you need to do.
We ask: Can this candidate get done what we need them to get done?
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Performance-based hiring means that in the hiring process, we are assessing how a candidate’s (past) performance aligns with the performance objectives of a specific role.
For every open position, we therefore publish a dedicated performance profile. It includes a list of performance objectives clearly stating what we expect you to achieve in this role.
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Timon, one of our founders, explains the details of why we banned job requirements from our job descriptions and adopted a performance-based hiring approach in this blog post:
Why We Banned Requirements From Our Job Descriptions
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It mitigates expectation mismatch between employer and employee
We want to make sure you know what you are getting into by discussing the concrete performance expectations and responsibilities for your role.
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It puts focus on the opportunity gap
The opportunity gap is between what you as an applicant do now and what you could be doing in the future. It consists of both: the new immediate responsibilities, tasks, and challenges, and job growth (i.e. the career progression paths we can offer).
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It leaves more breathing space for unorthodox applicants
Sometimes we might not know exactly (or have misguided ideas of) what skills someone needs to have to achieve our performance objectives.
By putting a focus on what the candidate will need to get done, we put the focus (by definition) on what matters most to succeed on the job.
Another way to look at it: if someone can do what needs to get done, they probably have the skills they need to do what needs to get done. Who cares if they have an Ivy League degree or have been working with this tech stack for only one year?
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