From 0f4bf6d7f5d5dcd5d44dae632877d91ba48ab102 Mon Sep 17 00:00:00 2001 From: Mark 'Doobles' Deubel Date: Tue, 26 May 2026 09:37:43 +0200 Subject: [PATCH 1/2] Update index.mdx Updated line 332 to be more clear that during the Talent Interview (former Culture Interview) the candidate should not expect the a 'HR' conversation strictly about culture and logistics. Feedback from candidates was that they did not expect to go into any (technical) detail and they pointed towards the handbook. I spoke with the team and the 'Talent Interview' aligns better with what we actually do. It will also eliminate any confusion between the interview with the recruiter and that with Blitzscale --- contents/handbook/people/hiring-process/index.mdx | 6 +++--- 1 file changed, 3 insertions(+), 3 deletions(-) diff --git a/contents/handbook/people/hiring-process/index.mdx b/contents/handbook/people/hiring-process/index.mdx index 664fd94f731b..792570f846c1 100644 --- a/contents/handbook/people/hiring-process/index.mdx +++ b/contents/handbook/people/hiring-process/index.mdx @@ -329,11 +329,11 @@ Scoring Scale (1– 4) When you have conducted an interview, you should leave feedback no later than the end of the day after the interview. Moving candidates through the process quickly is critical to us being able to hit our hiring goals, waiting more than one day for feedback can kill the momentum and leave the candidate with a bad experience. If for some reason you cannot give feedback before then, alert the talent team ASAP. -### 1. Culture interview with Talent +### 1. Talent interview with Talent -We start with an interview which is designed to get the overall picture on what a candidate is looking for, and to explain who we are. A template scorecard has been created for this stage in Ashby. +We start with an interview which is designed to get the overall picture on what a candidate is looking for, what expereince and skills they bring, and to explain who we are. A template scorecard has been created for this stage in Ashby. -This is to allow both PostHog and the candidate to assess whether the candidate is a great cultural addition to the team (not culture fit), and to dig into any areas of potential misalignment based on the application. We are looking for proactivity, directness, good communication, an awareness of the impact of the candidate's work, and evidence of iteration / a growth mindset. +This is to allow both PostHog and the candidate to assess whether the candidate is a great addition to the team, and to dig into any areas of potential misalignment based on the application. We are looking for proactivity, directness, good communication, an awareness of the impact of the candidate's work, and evidence of iteration / a growth mindset. This round is loosely structured into 4 different sections: From 234f8665fcceb9ccb44da083dcfcacfbc31fcdf9 Mon Sep 17 00:00:00 2001 From: PostHog Date: Tue, 26 May 2026 07:40:26 +0000 Subject: [PATCH 2/2] Fix typos --- contents/handbook/people/hiring-process/index.mdx | 2 +- 1 file changed, 1 insertion(+), 1 deletion(-) diff --git a/contents/handbook/people/hiring-process/index.mdx b/contents/handbook/people/hiring-process/index.mdx index 792570f846c1..3513c42adf07 100644 --- a/contents/handbook/people/hiring-process/index.mdx +++ b/contents/handbook/people/hiring-process/index.mdx @@ -331,7 +331,7 @@ When you have conducted an interview, you should leave feedback no later than th ### 1. Talent interview with Talent -We start with an interview which is designed to get the overall picture on what a candidate is looking for, what expereince and skills they bring, and to explain who we are. A template scorecard has been created for this stage in Ashby. +We start with an interview which is designed to get the overall picture on what a candidate is looking for, what experience and skills they bring, and to explain who we are. A template scorecard has been created for this stage in Ashby. This is to allow both PostHog and the candidate to assess whether the candidate is a great addition to the team, and to dig into any areas of potential misalignment based on the application. We are looking for proactivity, directness, good communication, an awareness of the impact of the candidate's work, and evidence of iteration / a growth mindset.