Systems: Figure out your pipeline process for how you’ll review and schedule candidates, before you post the job.AngelList), referrals, or social media channels where our community already followed us. The top qualified 10% came from industry-specific job boards (e.g. And that was only a matter of weeks! It was a bit of a noisy mess combing through nearly 500 applications per role, and we probably would have cut that by 90% had we not posted our roles on Linkedin. It’s also worth noting that for Punchlist, we posted four jobs and received 1,848 applicants. Our strategy was to nail the core expectation of the roles - both for the person applying, and what they could expect from us. With a solid set of core values, write a straightforward, plain English job description. Make sure they are not hollow, and not just what you think others want to hear. Know your organizational values, bake them into your site and make sure you can speak to them. Before you hire a remote-first teamīefore hiring, I think there are a couple of keys to getting the right people interested. Which is more important: being in the same room, or hiring the very best talent you can find for the role? We ended up choosing the latter, and kicked off a bunch of decisions about how to build the best asynchronous remote-first team. We also started thinking about what we value in teammates, and the ideal culture fit for Punchlist. If we are developing an app that changes how you collaborate on creative projects, how can we then say the only way to build that is by using old-world practices of being in the same physical space? It began to feel pretty hypocritical that we wanted to be in the same room to build a tool designed for people who weren’t. ![]() Is this really what we stand for, or are we just on the treadmill of what we think others expect us to do? Going asyncĪsking that question became an inflection point for us. So as we thought about how we should structure our team at Punchlist, being co-located and 9-to-5 is where our heads initially went.īut then we got to thinking if this made sense for Punchlist – an asynchronous communication tool that is often used by remote creative teams. Collaborating in the same room felt comfortable to us. Nic Rosental joined last year as co-founder, and we had previously worked on teams like this together. Or at least, that’s what we all thought before the remote work revolution. This allows collisions of ideas and camaraderie that lead to great products. I always envisioned a small cross-functional team with desks and whiteboards in the same room. ![]() Which roles would we need? How would we organize our work? How would our office be laid out? A behind-the-scenes look at building the Punchlist team to practice what we preach: asynchronous communication and remote-first collaboration.Īs a “team of one” for a few years while coding Punchlist, I had plenty of time to dream about my ideal team.
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