Automattic · Oct 5th 2020
Headquarters: San Francisco URL:
Evaluating engineers for skills, attitude, and potential for learning and growth is one of the most important, yet hardest jobs in an engineering organization. The complexity of people can’t be measured, averaged, and compared like time to first byte can, unless we want to hide our unconscious biases in the numbers, too.
As the Automattic engineering organization started growing, we went back to first principles, instead of randomly copy/pasting bits and pieces from past experiences and from across the industry. The process we designed reduced bias via text interviews, extra flexibility for applicants, and training for interviewers. A core principle is to test good mutual fit via tasks closer to “production” – closer to the day-to-day work of a developer at Automattic. During different stages, this principle shows in different ways. At the interview, you are free to use Google or Stack Overflow. The take-home test is an existing codebase, instead of an abstract algorithmic task. Our final “trial” project gives you enough space to show your real programming, architecture, and writing skills. It’s okay if you don’t get everything right the first time – we will give you feedback and you’ll be able to take a breath before you respond and make it right.
Using this process we’ve hired a few hundred great engineers who have helped build and maintain our plethora of products and retention and engagement have been consistently higher than industry averages. Scaling a process like this, though, has been a tough challenge and we need help.
As a next step in our scaling efforts, we’re looking for a few full-time engineers to join our Developer Experience team and work together with our current hiring group of engineers and recruiters. Here’s what the day-to-day work would look like:
This position might be a good fit if you:
Here are some areas in which you can grow and have further impact in the future at the company:
DIVERSITY & INCLUSION AT AUTOMATTIC
We’re improving diversity in the tech industry. At Automattic, we want people to love their work and show respect and empathy to all. We welcome differences and strive to increase participation from traditionally underrepresented groups. Our D&I committee involves Automatticians across the company and drives grassroots change. For example, this group has helped facilitate private online spaces for affiliated Automatticians to gather and helps run a monthly D&I People Lab series for further learning.
Diversity and Inclusion is a priority at Automattic, though our dedication influences far more than just Automatticians: We make our products freely available and translate our products into and offer customer support in numerous languages. We require unconscious bias training for our hiring teams and ensure our products are accessible across different bandwidths and devices. Learn more about our dedication to diversity and inclusion and our Employee Resource Groups.