When COVID-19 struck, Stefanie Stewart and the team at medical SaaS company Kareo adjusted quickly.<\/p>\n
\u201cIn my first call with a candidate shortly after shelter in place was mandated, I could hear birds chirping loudly so I asked if he was outside,\u201d the technical recruiter shared. He said, \u201cNo, but I did just get six baby chicks. It was a great icebreaker.\u201d<\/p>\n
In the months since then, she\u2019s shared her newfound love of puzzles with candidates and heard what they too have been up to in this unusual time (most notably, one candidate flagged pickling as a new pursuit). The pandemic has given the team a way to connect differently, perhaps more authentically, with candidates because – like everyone – they\u2019re all in it together.<\/p>\n
Like all companies, Kareo has had to do some quick thinking to reshape technical interviews for a COVID-19 era. Here\u2019s what to know if you go for a job with this compelling medical software startup.<\/p>\n
\u201cWe have tools like CoderPad that assure us of technical acumen,\u201d said Stewart. \u201cBut what we\u2019re equally interested in are those human factors of how you build relationships and connect with people.\u201d<\/p>\n
Stewart said a good video interview is generally a positive sign. \u201cIf we can build a relationship with you virtually, that\u2019s a really good signal,\u201d she noted. Candidates should feel welcome to give a sense of who they really are as people – and not feel awkward about the inevitable pet or kid noises in the background.<\/p>\n
\u201cWe don\u2019t think that stuff prevents you from being an amazing hire,\u201d Stewart continued.<\/p>\n
Stewart said that like most companies, Kareo has had to adjust to a remote interviewing process. In this case, they\u2019ve augmented their normal flow with one extra step at the end.<\/p>\n
\u201cWe do an extra hour at the end of the interview with a cross-functional subset of our team,\u201d she said. \u201cThis is really a candidate\u2019s opportunity to ask different team members questions and get some perspective outside the role they want.\u201d<\/p>\n
She noted that it is not meant to be a gotcha. \u201cI\u2019d typically do this in person onsite after giving them a tour to help them relax and see our culture firsthand,\u201d said Stewart. \u201cNow I ask them to join early so I can answer questions and help them get warmed up.\u201d<\/p>\n
\u201cWe\u2019ve always been thoughtful,\u201d remarked Stewart. \u201cIf we bring someone in, it\u2019s because we want to be confident it will also be a good fit for them too.\u201d She encouraged candidates to ask what they want to know about Kareo, whether it\u2019s culture, the work, the challenges, or personalities, noting the tough questions are good.<\/p>\n
Stewart pointed out they\u2019re building on that foundation of thoughtfulness by taking extra time to ensure a truly mutual fit using carefully adapted interview questions and diligent reference checking. \u201cWe\u2019re going to invest even more time in people because they are now working remote,\u201d she observed. \u201cWe need to make sure they\u2019re really comfortable doing so and we\u2019re figuring out ways to do that in this world.\u201d<\/p>\n
For example, she noted, new hires normally turn to the person next to them on how to do basic things like signing onto a program or asking what\u2019s available for lunch nearby. Now they\u2019re identifying folks who will be a new hire\u2019s go-to person for basic – but important – questions.<\/p>\n
What happens if you make it past the hiring hurdles?<\/p>\n
Kareo lends itself well to people who enjoy connection, communication, and transparency \u2013 and they use a variety of tools to make it happen and look for people\u2019s participation. Perhaps most importantly, Stewart said, Kareo\u2019s leadership has committed to holding a weekly townhall for its employees.<\/p>\n
\u201cOur CEO, Dan Rodrigues, goes over company updates in detail so people are completely up to date on what we\u2019re learning and what we\u2019re seeing in the market, with our customers, with the product, you name it,\u201d she said. \u201cThe last 10 minutes are always reserved for questions and people feel free to ask what\u2019s on their minds, which is cool.\u201d<\/p>\n
She added that other tools help fill in where needed to knit the team together in a now-virtual world.<\/p>\n
\u201cSlack has been great for quick, casual collaboration,\u201d said Stewart. \u201cPeople love how you can call someone and highlight things on their computer as you\u2019re working.\u201d<\/p>\n
They\u2019re also looking for ways to mimic the natural ebb and flow of the office, including standing lunch and learns, to get creative juices flowing as well. Virtual coffees help team members who might only have run into each other in the office kitchen keep up with each other\u2019s lives.<\/p>\n
Stewart said that although there\u2019s been a shift in how they conduct hiring, they\u2019re still focused on growth. \u201cAt the end of the day, we\u2019re not going to slow down the number of people we talk to if the need is there,\u201d she said. \u201cSo, candidates, don\u2019t give up \u2013 connect with us!\u201d<\/p>\n