Recruiting process

At OCV, we strive to provide a great candidate experience in our recruiting process. Here are general guidelines on how we recruit at OCV and our portfolio companies.

Job posting

The Hiring Manager and recruiting team will:

• Create a job description
• Establish the interview team and plan (stages and interviewer order)
• Customize role-specific questions
• Post the job to various job boards (for example, LinkedIn, Indeed, and Glassdoor) via the Greenhouse application tracking system

Resume review tips

See Resume Review Tips.

General interview process

Candidates generally have three rounds of interviews (with case-by-case exceptions) due to the nature of the role.

1. Initial Conversation with Recruiting: In this initial conversation, we want to know more about the candidate as a person and their interest in this role. The candidate should be prepared to discuss logistics such as location, availability to start a new role, and their preferred range of compensation.

2. Interview with the Hiring Manager: In this second conversation, we evaluate the candidate’s skills, experience, and work history. The interviewer will also discuss more details concerning the project and the team. NOTE: For Engineering Roles: The interviewing team may ask the candidate to do a project as part of the hiring process.

3. Final Round of Interviews: In the final round, the candidate meets with additional team members as appropriate.

4. Team Debrief: The interview team has an internal discussion concerning the candidate and determines whether we move forward with the hiring process.

5. Reference Checks: We request that candidates provide three references before making an offer. NOTE: Four references are required for manager roles. Candidates should provide managerial references, if possible. This helps us learn more about their areas for improvement and how to harness their strengths. In addition to assessing fit and gaining context on the individual, it also helps us learn how to best support their success in this role. We would like to connect with a current or former colleague in each of the following areas:

   1. The candidate’s direct (or former) supervisor - Someone who is familiar with their work
   2. A peer in the same role as the candidate - Someone who did similar work
   3. A cross-functional partner or customer - Someone who was a consumer of the candidate’s work
   4. if the candidate is applying for a management position, include someone the candidate supervised

   NOTE: We may ask for references prior to the Final Round.

   “Backdoor Reference Checks” - Reaching out to network connections who may know the candidate is great way to get valuable feedback during the recruiting process. NOTE: Prior to pursuing a “Backdoor Reference Check,” ask the candidate if there is anyone they prefer to exclude.

6. Verbal Offer: Once we complete the reference checks (with satisfactory results), we move forward with a verbal offer.