Becoming a Conveyorite

Ideal Candidate Profile:

• A self starter, works well autonomously, asks lots of questions
• Excited about where the world of tech is headed, and want to innovate with us
• Believes that AI is a critical component of our future economy and way of life
• Resonates with the Conveyor Values
• Driven to make a strong impact on the businesses you work for
• Produces work that both you and others value
• Gives and receives feedback well

"High level of trust comes with high level of responsibility. Your manager is not always on your back - you are responsible for finding help and working autonomously and have the ability to make an impact. Ideas can come from anywhere. We want everyone involved in evolving the company and product. Everyone's thoughts are important." - Tom, Engineering

Hiring

Internal Preparation

First, we write up an MOC (Mission / Outcomes / Competencies) document to help us align on the right person we want to hire. This document is socialized amongst other managers, future direct reports, or even people in other functions entirely, to provide a fresh perspective.
Specifically, we list out:

• Mission: This person’s main objective / north star for the next 3-5 years
• Outcomes: A ranked list of at least five specific / measurable business outcomes that support the above mission, for the next year
• Competencies: A ranked list of the specific skills we think are required to achieve the above mission / outcomes

Once we have the MOC, we design a process for assessing the specific elements in the MOC - nothing extra or unrelated1. This helps us limit bias, and also helps us save the candidate (and ourselves) time.

The precise steps for each role differs, but will likely involve a resume walk and/or a paid work sample exercise.

Interview Process

1. Initial screening call with hiring manager

2. Resume Walk (this may require 2+ conversations to complete): 

Conveyor uses an interview format called a Resume Walk to gain deeper insight into your work history. You’ll walk us through past roles in chronological order, from the past to the present.
For each role, we’ll discuss:

• What were you hired to do?
• What accomplishments are you most proud of?
• What were some low points during that job?
• Who were the people you worked with?
• Why did you leave that job?

The interviewer will ask a lot of open-ended followup questions, which helps us understand the story of your career.
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For a junior employee, a Resume Walk might be completed in an hour. For C-level hires it can take an entire day (6+ hours), so we break it up into chunks.

If you’re curious to learn more about Resume Walks, Conveyor’s recruiting methodology is based on the book Who by Geoff Smart and Randy Street.

3. Paid work sample (as needed and determined by hiring manager)

4. Reference calls

Compensation

Our philosophy is that a relatively small, high-performing team is the best way to achieve large, game-changing results. We offer competitive compensation and benchmark against companies similar to ours.

Benchmarking and Methodology

To determine similar companies to us, we benchmark using data from a compensation data company called Pave. The filters we use are:

• Number of employees: 30-50
• Revenue: $5M-$10M
• Valuation: $25M - $100M
• Capital raised: $20M-$50M

We use a formula based on the average compensation across the four segments mentioned above to determine the final amount. If the market rates drop while you’re working here, we won’t drop your compensation.

We will check and update our benchmarks twice a year to ensure alignment with market standards. This holds true for both cash and stock options, which are the two main components of our compensation.

You can see our benefits and example pay ranges in all our current job postings here: https://www.conveyor.com/company/careers