Thanks to our Paid, Paid Vacation post, we’ve been inundated with thousands of resumes from around the world.

Many people are reaching out via email, Twitter, Facebook, LinkedIn, phone calls, handwritten letters, FedEx shipments, and in-office “pop-ins” to inquire about our hiring process.

• How are we screening candidates?
• When will we notify them?
• How will we decide?

In the interest of transparency, here is what our hiring process looks like:

1.  Initial Screening

• Does the candidate exceed our qualification expectations for the position?
• Does the candidate exceed our  qualifications for any other open position?
• Does the candidate have any other unique qualities that we find fascinating and interesting?

If the answer is “Yes” to ANY of the above questions, we move to step 2; otherwise, we move to step 10.

2.  Automated Video Interview *or* Phone Interview

The hiring manager sends a link to the candidate for an automated video interview *or* schedules a short 15 minute interview with the candidate via phone.

Update:  We’ve recently started using TakeTheInterview.com to help us with this part of the process – it’s 100% automated video interviews.

If the hiring manager reviews the video interview or ends the phone call with a positive vibe, we move to step 3, otherwise, step 10.

3.  (Quick) Written Exam

For technical roles, we’ll send the candidate a quick written exam.  If the results of the exam are satisfactory, skip to step 4.  Otherwise, step 10.

4. In person Interview #1 (hiring manager)

We’ll bring the candidate into our office for an in-person interview with the hiring manager.  If the hiring manager ends the interview with a positive vibe, the candidate will goto step 5.  Otherwise, step 10.

5.  In person Interview #2 (non-hiring manager)

We’ll bring the candidate into our office for an in-person interview.  If the non-hiring manager ends the interview with a positive vibe, the candidate will goto step 6.  Otherwise, step 10.

6.  Reference checks

We’ll call on the candidate’s references and do the necessary due-diligence.

7.  Debates and Gut Check Time

If there is more than one candidate we like for a particular role, we’ll get together and hash it out.   We’ll use our gut feel more than anything to select the final candidates.   We’ll use more in-person interviews, if necessary.

8.  Candidate selected and offer tendered

If the candidate accepts our offer, skip to step 9.   If they don’t, we’ll negotiate to some degree to figure out what works, otherwise, skip back to step 7.

9.  Candidate hired!

At this point, the candidate becomes a full-time employee and gets their own pair of wing bandits.

10.  Notification

We’ll tell you if it’s not a good fit – likely with an email from the hiring manager.