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The best recruiters know that the difference between a good hire and great hire lies beyond the basic job requirements. A great employee doesn’t just check all the boxes—they fit in professionally, intellectually, and socially. Great employees are engaged at work, contribute to the workplace community, show excitement about the industry, and most importantly, are committed to the company’s values and vision.

The Slow-and-Steady Hiring Strategy

A few short years ago, Kiip asked itself: How can we find and hire exceptional, engaged employees that value our company mission? 

The fast-growing mobile rewards company wanted to preserve their culture and company values. They knew that hiring would play a major role in that process so they developed a “slow and steady” hiring strategy. When Kiip first started expanding, they brought on several interns who they tested out as potential employees. The interns worked for several months, then Kiip decided whether or not to extend a job offer.

Initially, this process worked perfectly, as it allowed the company to do trial runs before deciding which candidates were the best fits. However, given Kiip’s fast-paced growth, that process wouldn’t scale.

“We needed everybody up to speed as quickly as possible,” explains Charisse Fontes, director of operations at Kiip. “That’s when we realized our hiring process had to evolve.”

Kiip’s hiring team implemented Jazz and began testing and tweaking their recruiting and hiring strategies. They reported on and edited their hiring process until they built a strategy that delivered the same results in a fraction of the time.

“Jazz makes it so much easier to review [candidates’] history. We can go back into the first time we posted and to see what lessons we learned,” says Fontes.

After refining their strategy over the past three years, Kiip has developed a recruiting practice that helps them hire candidates who are aligned with their company values.  

Kiip’s 4-Part Hiring Strategy

They keep a few must-haves at the center of their hiring strategy:

1. Awesome careers page. Kiip starts with an illuminating branded careers page that showcases their company values. The company shows off images of their culture and hints at what’s most important to them—creating memorable moments both in their product and at their workplace.

2. Job descriptions that highlight company values. “We’re looking for someone who values their craft and is excited to be a part of our collaborative, challenge-solving culture,” reads a line from one of Kiip’s engineering positions. Information like this helps candidates determine whether they’re a fit, which means fewer resumes to sort through and a higher-quality talent pool.

3. Filter-focused questionnaires. Kiip also uses questionnaires to help filter candidates. The hiring teams use prompts like these to get targeted information that’s not available in resumes:

4. Cultural ambassador. Each candidate interviews with Fontes, Kiip’s cultural ambassador. As a veteran employee, Fontes knows exactly what to look for in a potential hire. “We look for people that have the it-factor; [we look at] how their values fit the company values, their vision, their excitement level for being in the mobile space and being part of something new,” says Fontes.

These four parts to Kiip’s hiring strategy have helped it find candidates who not only meet their requirements for hard skills, but also fit their company values and culture.

Watch this video to learn more about how Kiip puts Jazz at the center of its hiring strategy.


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