Lunch

27% Unemployment rate among formerly incarcerated people 25% Percent of formerly incarcerated people without a high school diploma, GED, or college degree 49% Percent of people with 2 or more arrests per year who are unemployed Poverty The strongest predictor for recidivism We’re partnering with FreeWorld, our first pro-bono client, to find a full time Director of Engineering (Remote) who’s interested in using their years of experience in software development to end generational poverty and recidivism. If you know someone great for the opportunity please share the job description below and reach out to me directly with any questions. https://lnkd.in/eF8ie8aF

The U.S. has a problem with mass incarceration. Our country has only five percent of the world’s population — yet incarcerates 25% of the world’s prisoners, incarcerating at a rate 4 to 7 times higher than other Western nations. This corrections system impacts American taxpayers over $80 billion per year. And with over two million people behind bars, the U.S. has the highest total prison population in the world. We’re partnering with FreeWorld, our first pro-bono 501(c)3 client, to find a full time Director of Engineering (Remote) who is interested in using their years of experience in software development to end generational poverty and recidivism. If you know someone great for the opportunity please share the job description below and reach out to me directly with any questions! Jason Wang, MBA, MS Benjamin Bechtolsheim Matt Mochary Jason Green Andy Bromberg Tammy Han

We’ve helped dozens of clients design technical interview processes. The one thing I always advise is to run a “structured interview process” and be clear with the candidate up front about what to expect from each step of the process. No one wants to give ten unpaid hours to a potential job – even one they’re really excited about! Here’s what we usually recommend: ⭐ Recruiter Screen (30 Min): To ensure the candidate matches the basic requirements for the position, review their qualifications and work experience, talk through values and work culture fit, and begin conversations around compensation and other logistics. ⭐ Hiring Manager Screen (30 Min): A deeper dive into the candidate's experience and suitability for the role. Can the candidate give examples of projects or tasks that align with the role? Does the candidate understand what’s expected of them in this role? We advise candidates to do their homework for this stage: read a few of the company’s blog posts, get up to date on recent fundraising news and other press coverage, and come prepared with questions!  ⭐ Technical Screen (1 Hour): To evaluate the candidate's technical capabilities. These come in many forms depending on the role, but we see a lot of clients using something like the “lru-cache” problem from Leetcode. If you’re using something different that you love, share in the comments! ⭐ Onsite Interview (~4 Hours): An in-depth evaluation of a candidate's fit for the role and the company culture. This should be a mix of technical and role-based challenges that allow the candidate several opportunities to demonstrate their strengths, while giving the client a chance to get multiple perspectives on the candidate from a variety of interviewers. ⭐ Final Interview (30 Min): A concluding assessment to ensure the candidate is the right match for the company. Use this interview as an opportunity to answer any outstanding questions and sell the candidate on joining your team! How do you and the candidate see them growing with the company long term? Need help designing your own interview process? Get in touch at [email protected], or DM me! We’ve got an extensive database with lots of real-life examples and would love to help.