El_Myrioun

Location: Greece (EU)

Remote: Yes

Willing to relocate: No (but willing to travel occasionally)

Technologies: Typescript, Node, Nextjs, React, Terraform, Bash, Postgres, DynamoDB, Python, GoLang

Résumé/CV: https://myriounis.com/cv

Email: terry@myriounis.com

Senior Software Engineer specializing in full-stack development, Typescript, AWS, and Terraform. Former startup founder with experience leading people, including engineers

So, would you look for culture fit at a different stage of the hiring process or not at all?

I'm open to any kind of feedback

We recommend employers to ask 3 basic questions: 1. Tell us about your (professional) experience 2. Tell us about your education 3. Why do you think you'd be a good fit with our company

Candidates usually have about a minute to answer each question, each one is answered in a different video. Everything is customizable by the employer.

So, question 3 is about culture fit

We're focused on early-stage startup jobs, so they're mainly sales & engineering roles. For them, it's really important to find a culture fit, because the environment they operate in is unstable and chaotic. So, their employees need some soft skills (combined with hard ones) to succeed in their roles

Let's say that you hire the candidates with the best hard skills. If they don't fit your culture, they will be a threat for your company in the long run. Their values and behaviour can be as important as their skills. That's why you need to look for culture fit

They'll not necessarily bias you. But still, our main use case is sales & marketing roles. If someone can convince you to hire them through this process, it's also highly likely that they can convince your customers to buy your product