Our Selection Process: Different By Design

The word most commonly used to describe our hiring process is “thorough.” Conventional hiring processes rely on a conversation (or two) about your resume and skills, followed by a job offer. Because protecting our culture is important to us, and because a career change significantly impacts your family, we’re careful to make sure the fit is right on both sides. We want to learn who you are, and you should want to learn everything you can about us. We promise candor about our job and work environment and ask you to be candid as well.

Our typical interview process begins with a phone interview to determine if a candidate’s skills and experience meet the minimum standards for the job. The next step would be employment screening, which consists of testing and an interview with our Corporate Recruiter in our office. Subsequent interviews would involve the Hiring Manager for the position and ultimately the company President, if all goes well. After each step, we’ll assess if there is a potential fit, and we’ll let you know if we choose to continue the selection process. We leave time in every interview for candidates to ask questions and afford every candidate the opportunity to talk with members of the VertMarkets team.

Before we make a job offer, we spend an average of 15 hours talking with a candidate. That’s significantly above the industry norm, but it’s different by design. As we said before, our culture is important to us, and a career change is important to you and your family, so we invest the necessary time to determine if we have the right fit. Finding that right fit requires time and hard thinking from both you and us.

Interested In Participating In Our Selection Process?

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