Hiring for purpose

• We don't check resumes: age/experience/education level is not of importance. We value the energy, leadership and skills someone brings in.
• First we look for fit on purpose and values: if we don't allign on that level than neither of us is going to benefit;
• The relationship with the potential partner is based on equallity: we both have a say in every step of the process to continue or to stop - without feeling we've wasted each other time. It is an exploration (see it as the dating phase) before making it official.
• We use Spiral Dynamics to get a clear picture on the drivers of the potential partner, without judging it, but seeing how this can supplement the team.
• Our salaries are transparent and it's based on what the new partner brings to the company (purpose contribution and skill set). Each parnter set their own salary based on our model, with some help from our internal advisor.
• After one month after signing, we have an evaluation. If at this point the partner decides to leave, because somehow expectations are not met, we provide a leave package. Money should never be the driver to stay when it doesn't make you happy or fulfilled.

We are in the process to make our governance (glassfrog page) public and with that also our policies on the hiring process.