how kabbage defines their ideal candidate – a new approach to a standard job description process

How Kabbage Defines their Ideal Candidate – A New Approach to a Standard Job Description Process

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GREENHOUSE | KABBAGE

Hi, I’m Gaby!

Gaby Galiani

Senior Manager, Marketing Programs


Barrett Gaines

Senior Recruiter

Jeff Eisenberg

Senior Recruiter


Today’s Hiring Hacks Speakers

1. Kabbage and its culture

2. How to create a strong partnership with hiring managers (from job kick-off to new hire orientation)

3. Critical thinking strategies to create an effective and appealing job description

4. How to enhance the candidate experience

You’ll Learn


Kabbage and it’s Culture

Successful recruiting begins with strong company values.


Kabbage Kares. Each month, Kabbage supports local organizations like Camp Twin Lakes, the Boys & Girls Club, and the Atlanta Food Bank.

Leadership. One (or both of our co-founders) interview every potential hire (with few exceptions).

Transparency. Each week, our offices come together for company-wide announcements, updates and awards.

Work hard + Have Fun. See next slide.

But, company values are far more than a poster on the wall.


Creating a Strong Partnershipswith Hiring Managers

The Hiring Kickoff MeetingIt’s like a detective's search.


Relationship Building. Goal is to become as much of an extension of the hiring manager and team as humanly possible.

Play Detective. Take the time to ask all the important questions upfront –team, role, candidate, hiring strategy.

Set Expectations. Process, communication and next steps are all critical to cover here. Weekly hiring syncs? Email updates?

The hiring kickoff meeting is like a detective’s search.


• Team structure? Talent gaps?

• Ideal candidate (internal and external)?

• 3 key projects

• Target companies

• Elevator pitch

• 3 questions to ask

Key Questions


• Be fluid and flexible: the kickoff is just the start of the search

• Become embedded: attend weekly team meetings, off-sites, etc.

• Review and refine: JD, candidate pipeline, changes to team/org

• Stay current: what are the trends/tools/software that are key to the role & team?

• Find a buddy

Best Practices


Effective and Appealing Job Descriptions

Most job descriptions tell you little about the job.


• Mission: clear, short

• Outcomes: tasks to accomplish by Day 90

• Behavioral Fit Competencies: qualities needed to achieve the outcomes

• Technical Competencies: experience and skills needed to achieve the outcomes

Job description componentsGREENHOUSE | KABBAGE


Enhancing the Candidate Experience

• Highlight your culture in your phone screens and emails

• Provide fast feedback and keep momentum throughout the process

• Share interview tips and interviewer profiles

Before the interview


Treat your candidates like you treat your houseguests.


• Give office tours

• Introduce candidates to more than just the interviewers

• Provide comfort

• Touch base during the interview

During the interview


• Be as transparent as possible

• Give helpful feedback

• Send candidate surveys

After the interview


Questions

how kabbage defines their ideal candidate – a new approach to a standard job description process

Recruiting & HR