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Our Hiring Principles
- See the whole person - you're more than your CV. Our whole process is geared toward discovering the best of you.
- Human centered - we don't use AI or algorithms
- Open - we share our standard interview questions
- Follow the (social) science - we embrace evidence based, research backed methodologies, such as candidate assessments
- Strive to reduce bias - we use tools including blind resume screening
- Hire for potential - not just experience
- Get creative - you'll find plenty of OneValley personality in our process!
Want to learn more about how we apply these principles in our hiring process? Check out this episode from the Talent Revolution podcast featuring Chris, our People Operations Manager.
Your Journey with OneValley
1. Complete your OV Application
So you’ve found an exciting role at OneValley. Your candidate journey starts with your application!
At OV we like to do things a little differently:
At OV we like to do things a little differently:
- You don't need to submit a cover letter - because you hate writing them even more than we hate reading them!
- You will be asked some thoughtful questions - we ask you to ponder some questions about you, your values, your accomplishments, and what excites and worries you about the opportunity you’re applying for.
- You may be asked to complete an online assessment - see the next section for more details.
2. Complete an Assessment
For most roles we'll ask you to complete 1-2 assessments with your application, which should take 15-25 minutes.
For some roles they’re optional during your initial application. But all hiring processes will involve an assessment at some stage, so optionally completing it can give you a serious head start on the competition.
The most important thing to know is that you can retake the assessment as many times as you want and we'll only count your best score. We use assessments inclusively, so if you felt like it didn't go great the first time and want to take it again, please do! Everyone can have a bad day, but we’re interested in your maximum potential.
To learn more about how we use assessments, see the "Why do we use assessments?" section at the bottom of this page.
For some roles they’re optional during your initial application. But all hiring processes will involve an assessment at some stage, so optionally completing it can give you a serious head start on the competition.
The most important thing to know is that you can retake the assessment as many times as you want and we'll only count your best score. We use assessments inclusively, so if you felt like it didn't go great the first time and want to take it again, please do! Everyone can have a bad day, but we’re interested in your maximum potential.
To learn more about how we use assessments, see the "Why do we use assessments?" section at the bottom of this page.
3. We consider your application
We don’t use algorithms or AI to filter out candidates. Your application will be read by a human being! We do use tools such as blind resume screening to reduce unconscious bias and help us to focus on your skills and experience, regardless of your background and education.
4. Invitation to Connect
If we love what we're seeing then we will reach out to you via email to schedule a time to connect with our team!
5. Check out our discussion questions
We believe that the traditional interview is broken. We’ve all had that moment where someone has asked us to ‘Give an example of a time when..’ and have blurted out the first thing that came to mind, only to think of half a dozen better examples the minute we stepped out of the interview.
The reality is that peppering a candidate with a list of surprise questions biases toward on-the-spot performers. But the role you’re applying for may not even need that skill set. So we have a public list of standard discussion questions we like to cover, so you can consider them in advance. Click the button below to see the list.
The reality is that peppering a candidate with a list of surprise questions biases toward on-the-spot performers. But the role you’re applying for may not even need that skill set. So we have a public list of standard discussion questions we like to cover, so you can consider them in advance. Click the button below to see the list.
We may not ask them all, and we may ask other questions not listed depending on how our conversation goes. But ahead of our first meeting, we want you to have the chance to reflect on your experiences and be able to put your best foot forward.
6. Final Hiring Stages
Although hiring processes will vary slightly by role, typically they'll consist of:
- Second Round Discussion and/or Challenge Assignment
- On-Site / Virtual On-Site - These are often a 'virtual' on-site conducted by Zoom. But if you're based in the Bay Area we love to bring candidates into our San Mateo headquarters to get a feel for our culture and meet a cross section of our team, including a one-on-one with our CEO, Nikhil.
7. Reference Checks and Job offer
If you’re our chosen candidate, we’ll ask for 2-3 professional references. Once we've spoken with them, you'll receive our formal offer!
8. Give us feedback
No matter how far along the candidate pathway you ultimately get, you should receive a candidate feedback survey from us. We prize candidate feedback and are incredibly grateful for feedback on your experience, what we are doing right and how we can improve!
Chris Kyriacou, our People Operations Manager, was recently featured on The Talent Revolution podcast to talk about how we do things a little bit differently.
Why do we use assessments?
Why do we use assessments? Because no matter who you are and where you're from, they give you the fairest shot at showing your raw potential for a role.
Extensive research shows that assessments are one of the most accurate predictors of job success. We use rigorously validated assessments from Criteria to reduce bias in our recruitment processes and better understand the real you across multiple dimensions - from cognitive aptitude to personality traits and emotional intelligence.
By providing a more holistic picture these can boost your chances of standing out from the crowd and being selected for the next round in the hiring process.
Ultimately, we're not hiring for the candidate who looks best on paper or is the best at interviewing. As a data-driven, impact-focused startup, we want to find the candidate who has the skills, drive and personality to rock their role as part of our fast growing team.
You can find out more about the assessments, and prepare at: https://www.criteriacorp.com/how-job-candidates-can-prepare-employment-tests
Extensive research shows that assessments are one of the most accurate predictors of job success. We use rigorously validated assessments from Criteria to reduce bias in our recruitment processes and better understand the real you across multiple dimensions - from cognitive aptitude to personality traits and emotional intelligence.
By providing a more holistic picture these can boost your chances of standing out from the crowd and being selected for the next round in the hiring process.
Ultimately, we're not hiring for the candidate who looks best on paper or is the best at interviewing. As a data-driven, impact-focused startup, we want to find the candidate who has the skills, drive and personality to rock their role as part of our fast growing team.
You can find out more about the assessments, and prepare at: https://www.criteriacorp.com/how-job-candidates-can-prepare-employment-tests
Meet our Recruiting Team
