Our hiring approach

<aside> 🔑 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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Why we banned job requirements from our job descriptions

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.

<aside> 🔄 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.

🦀 Example: Performance Objectives for our Staff Engineer [Rust] position

<aside> 👉 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.

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Three advantages of performance-based hiring

<aside> 1️⃣ 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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<aside> 2️⃣ 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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