We’re excited that you’re considering Scale as a potential employer and we want to share more about our hiring process. Our goal is to set you up for success and give you an inclusive, positive, and helpful candidate experience.
Once you hit that “apply” button, on either the website or LinkedIn, your application will be reviewed by a real human being, not a machine. If we think your experience could be a good fit for the role, we’ll send you an email with a Calendly link to book an initial 30-minute phone call with a member of our Talent Acquisition team. At this point, we recommend that you do a bit of research about Scale to discover who we are as an organization, our values, and our mission. There’s a lot of info on our website and podcasts out featuring some of our leadership team.
On the first call we want to learn who you are as an individual – what your dreams and aspirations are, what motivates you and why you’re interested in the role. We’ll dig into your career history and achievements to understand where you’ve made an impact and work with you to figure out what skills you can bring to the role. We also want to ensure your values align with ours: Do the Right Thing [Integrity], Act Like an Owner [Accountability], Hustle [Hard work and work ethic], Demand Results [Meritocracy and excellence], Go Together [Teamwork and collaboration] and finally, Evolve or Disappear [Innovation, Ideas over hierarchy]. We’ll also discuss what you’re looking for in a compensation package. In return, we’ll share information about Scale, tell you a bit about the culture and virtues, explain the rest of the interview process for the role, and answer any of your questions. If everything looks like a good match, we will send your resume to the hiring manager for review.
Our interview strategy involves you speaking with several stakeholders in the business including the hiring manager, a peer, someone from another team, our Talent Director, and occasionally the CEO. These calls will give you plenty of opportunity to ask additional questions, understand the role from different viewpoints, and see our culture at work. Depending on the role there might be an assessment or presentation to showcase your practical experience for the role. We strive for the whole interview process to take about 3-4 weeks, but this will vary.
The final interview round will be an in-person meeting at one of our offices. Our Talent Acquisition team will coordinate the meetings and share plenty of information to help you prepare. Don’t be afraid to ask for feedback, advice, or guidance. We aim to be as transparent as possible and will update you throughout the process. We love to get your feedback, so please share your thoughts with us. We’re always looking for ways to improve the candidate experience.
When we get close to the final interview stage, we’ll ask for references preferably of former managers, peers, people you’ve supported or clients. If we move to a job offer this is done by phone where we discuss compensation details, start date, and the background check process. Then we will follow up with a written offer, usually within 24-48 hours of the call.
We’re seeking out the most talented people possible, to build the best team in our industry, and empower them to maximize their contribution to our shared mission. We surround ourselves with people who make us better, motivate us, and always act with integrity.
Now that you know what to expect during this process, what are you waiting for? Apply!
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