Hiring processApplying for a job is stressful and can be frustrating for applicants. We strive to make the process as rewarding and pain-free as possible.

Step 1

Informal phone or in-person conversation

  • Provide high-level overview of Pilot, what we do, and how we work
  • Focus on past experience, and see how that aligns with Pilot priorities
  • Very high-level technical or process questions (straightforward questions designed to determine a rough understanding of experience level)
  • Questions about candidate’s professional interests and passions
  • Opportunity for candidate to ask questions about Pilot
  • Provide an overview of the role we are looking to fill
  • Assure candidate that we will get back to them within 48 hours

Step 2

Formal phone or in-person review and 1:1 interviews

Design

i) Portfolio review: with a wider group of Pilot team—in-person or remote, if needed

  • Design candidates should run through their work, show projects and discuss process
  • Questions focused on determining ability, skill set, and problem solving
  • Opportunity for candidate to ask more detailed questions about Pilot
  • Opportunity for candidate to meet more members of the team
  • Assure candidate that we will get back to them within 2 to 3 working days

ii) Individual Interviews: 1:1 or 1:2 interviews with Design Leads or Partners (as needed)

  • Open-ended questions designed to determine how well candidate works with others and how well they are likely to partner with existing team
  • Deeper conversation about past experience; follow-up on previous conversation, especially exploring areas where more information is needed
  • Review additional work as needed—for example, more process examples leading to the final solutions, more brand work, more motion, etc
  • Assure candidate that we will get back to them within 7-10 working days

Engineering

  • Open-ended technical questions designed to determine problem-solving ability and level of experience
  • Open-ended questions designed to determine how well the candidate works with others
  • Deeper conversation about past experience
  • Questions designed to provide insight about behaviors we want people who work at Pilot to exhibit. Concrete example: “Can you give me an example of a time where you’ve had to work through ambiguous requirements?”
  • Share work; walk through code examples
  • Opportunity for candidate to ask more detailed questions about Pilot
  • Opportunity for candidate to meet more members of the team
  • Assure candidate that we will get back to them within 2 to 3 working days

Project Manager

  • Open-ended questions designed to determine how well candidate works with others and how well they are likely to partner with existing team
  • Deeper conversation about past experience; especially exploring examples of managing similar types and sizes of projects
  • Questions designed to provide insight about behaviors we want people who work at Pilot to exhibit. Concrete example: “Can you give me an example of a time where you’ve had to work through ambiguous requirements?”
  • Share work; walk through PM examples
  • Opportunity for candidate to ask more detailed questions about Pilot
  • Opportunity for candidate to meet more members of the team
  • Assure candidate that we will get back to them within 2 to 3 working days

Step 3

Internal review

  • Team meets to discuss impressions of candidate; analyze strengths, weaknesses, and values
  • Views written down before discussion to avoid “group think.”
  • Everyone involved comes with a hire/no hire recommendation

Step 4

Decision

  • Make the Hire/No Hire Decision
  • Discuss details of offer internally
  • Write up offer and obtain Partner agreement/sign-off

Step 5

Follow-Up with candidate

  • Communicate decision to candidate
  • Follow-up, feedback and negotiations as needed

Step 6

Confirmation of appointment

  • Obtain signed agreement
  • Start date and acceptance communicated to the team