With steady user and revenue growth, it was clear that we had to start thinking about growing the Hotjar team.
I already had some experience interviewing and recruiting team members in a previous role. With Hotjar, however, I really wanted to make sure we built the team the right way early on. I researched and read everything I could find about company culture and building awesome teams.
The book Delivering Happiness had also made it clear to me that we needed to ruthlessly focus on recruiting for culture fit. Having defined our values, we now had to find similar-minded individuals – team members who could be self-driven enough to work remotely without being managed, who were willing to learn, move fast, have a great work ethic and yet still be humble.
To achieve this, we used two tactics: surveys and performance hiring.
At Conversion Rate Experts, I had been hired after completing a long survey. It was an effective way for them to screen applicants. We used this same approach and introduced questions such as ‘What did you learn over the last year?’, ‘What’s the one book you would you recommend to your team?’ and ‘What are your strengths and weaknesses?’.
Asking several questions allowed us to quickly filter out anyone who did not have the drive and patience to fill out a survey (many did not!) as well as quickly identify ‘red flags’ where the applicant had a different way of thinking than we did.