1. Posting the JD
   • Before posting any JD:
     • agree who will screen/review applications & who will interview candidates for that role
     • If screener doesn’t have access to Wellfound (previously called Angel List), request access from Kyle Weiss
     • Make sure the title and JD makes sense to a general audience - avoid using internal lingo in an external-facing job post.
   • Post the job on Wellfound. JDs should include the following four sections at a minimum:
     • About Gitcoin: Refer to previous JDs on Wellfound for what to include in this section. Also include 1-2 sentences on where this specific position fits in the organization + why it is valuable.
     • Responsibilities: List main responsibilities for the role - ideally, this shouldn’t be more than 5-7 bullet points (you don’t have to be very specific).
     • Requirements: What background/skills/experience are required for the role? Again, this list shouldn’t have more than 5 bullets. Think about what is really “required” vs. what are “nice-to-haves”, and list these separately if appropriate.
     • Why work at Gitcoin: List benefits offered any any other role-specific perks.
2. Screening applications
   • Initial Screen: Most applications (~90%) will be low-effort/unsuitable fit. For most low-effort applications, you can just click the “Reject” button on Wellfound to send a default rejection email.
   • Secondary Screen: For applications that show a bit more intention (eg include a cover letter) or from candidates who look strong and you might want to keep in the “pipeline” for future jobs, send them a slightly more personalized rejection email. You can set up a template for this on Wellfound, and copy and paste into the “Reject with message” box.
   • Shortlisted Candidates: For candidates who are shortlisted for interview, create a template email including a Calendly link or similar for interview scheduling. This is ideally personalized for each role, and includes a short intro to the person who will be conducting the first interview and what the process will look like.
3. Interviewing applicants
   • Introduce yourself and the role at the start of the interview
   • Make sure you know what skills you’re assessing and what questions you will ask before the start of the interview. All candidates for a role should be asked the same/similar questions to minimize bias.
   • At the end of the interview, let the candidate know what the next steps are and when they can expect to hear back.
4. Making an offer
   • Ensure that you understand the salary range for the role (most workstreams use OpenComp for this).
   • Create an Offer Letter using this template.
   • Ideally, present this Offer Letter in a call with the candidate, and give them the opportunity to ask any questions/negotiate any specifics about the role.
5. Onboarding
   • New team members should always have a designated “buddy” or mentor to guide them through their first few weeks in their role. This mentor should plan to spend approx. 5hrs/week with the new hire, at least in the first couple of weeks.
   • Make a copy of and customize this DAO Onboarding Checklist for each new hire. This should include a list of people they should meet, documents they should read, tools they should have access to, as well as regular touchpoints to ensure they have lots of opportunities to ask questions.