Recruitment at Nestig As an investment in our future, Nestig takes deep care in searching, selecting and onboarding new hires, as we know it will greatly impact current team members, our work, and Nestig as a whole. We consult our Core Values as a guiding compass to successfully hire and achieve our mission Mission.
Interview Process To accomplish this, Nestig believes that interviews should be conversations where learn more about each other. Here is a basic outline of our Interview Process (Manager, Operations, Logistics).
Please note: the exact order of this process may be adjusted based on team availability, etc.
<aside> 1️⃣ Resume Screening After you submit your resume for the Manager, Operations, Logistics position, the recruiting manager (Alexandra, Director of People) will review to determine if your previous work experience qualifies you for the role.
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<aside> 🔎 *Please note: ***We truly appreciate the initiative of those who reach out directly via LinkedIn, etc. However, to ensure a fair and streamlined process for all candidates, we encourage everyone to apply through the official application link. This helps us keep everything organized and ensures your application gets the attention it deserves.
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<aside> 2️⃣ Hiring Manager Interview, Part I You'll interview with the hiring manager (Heloisa, Head of Operations) of the role. We'll ask you questions about your experience, achievements, and goals, and you'll have the opportunity to ask about the company and the position.
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<aside> 3️⃣ Assessment In order to get to know you and your work style better, you'll be given the opportunity to complete an assessment. This is a great opportunity for you as a candidate to gauge if this is the nature of the work you would enjoy doing, if given an offer. Example Assessment(s):
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<aside> 🔎 Assessment Philosophy Assessments, especially early in a recruitment process, can be a lot (of time) to ask of a candidate. To respect your time, we strive to create an assessment that gives you direct insight into the work you will be completing upon hire (no one wants to be blindsided when starting a new role!). Also, we strive to not make assessments too long; however, the more senior the position (such as this one), the longer we anticipate the assessment to take.
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<aside> 4️⃣ Panel Interview We'll hold a “panel” interview, where you'll separately meet with two members of the Leadership team (Ops and People) to assess how your past experiences, goals, motivations, and skills align with the demands of the role and our Core Values.
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<aside> 🔎 People (HR) Interview For your conversation with the People team (Alexandra, Director of People) to to explore your approach to leadership and team development. We'll dive into your experience as a people manager — how you build, support, and grow teams — while also discussing how your leadership style aligns with our Core Values.
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<aside> 6️⃣ Hiring Manager Interview, Hiring Manager, Part II & Founder(s) Chat You will speak with the hiring manager (Heloisa), as well as the founder(s), Sara Adam Slywka and Gui Picciotto, to learn more about the history of the Nestig, discuss your background and aspirations, and (as always!) have an opportunity to ask questions about the role and company.
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<aside> 7️⃣ Offer & Reference Check Hooray! We are thrilled at the prospect of having you aboard! During this stage, we will share the details of the offer, including compensation, benefits, pending start date, and other important information. We want to ensure you have everything you need to make an informed decision, so we welcome any questions you may have.
****We will also request two (2) references, with one (1) reference that is a current or prior direct manager and one (1) reference that is a current or prior lateral colleague.
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