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You’ve plastered your job listing on every job board and social network known to man. Now comes the fun part: sifting through the hundreds or even thousands of applications. But how? How do you narrow down a seemingly endless stream of folks who all want to be a part of your team? Baremetrics is a remote company. We have no main office. We all work from a mixture of coffee shops and home offices. Most of us only actually meet in person at our company retreats. With a remote-only company like Baremetrics, when it comes to hiring, the bulk of the work comes in the interview stage. Most earlier stage startups don’t have an HR department, and so hiring usually falls largely on the CEO’s back. Hiring someone is, many times, the primary and full-time job of a CEO and so efficiently narrowing down who’s a good fit is the name of the game. https://baremetrics.com/blog/rem...
Hey @Shpigford What is one of your favorite interview questions?
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@jacqvon I have two! The questions themselves aren't terribly interesting on the surface, but the answer I get from them shine a lot of light on if someone will be a good fit. 1. Why do you want to work at Baremetrics? — I hate asking this question only because I know I’d hate answering it. But holy moly is this a great one for filtering out folks. We’d double our MRR if we got a recurring nickel for every time someone just answered “because I need a job”. 2. What are your hobbies? — I find this crucial for remote companies as having non-work interests is key to reducing/preventing burnout.