Job candidates don’t know exactly what they are getting themselves into when joining a specific team at a company they are new to. Candor is a professional network that encourages people to share how they work.
Glassdoor might be more transparent, but you can’t get a sense of a particular hiring manager or teammate, which is the piece that will impact your day-to-day at a company.: What types of firms or workers are you seeking to help with the software you are building within the recruiting market?: We’re focused on helping people in early-stage startups.
We’ve found people care a lot about finding a team where they feel like they belong and where they’re working on something they find fulfilling. Culture at this stage is quite nascent, and changes with every hire a company makes. For companies to be intentional with their culture, it’s important to make sure that each additional hire levels up their culture.: How does Candor specifically capture how someone works instead of the basic information of where they worked and how long?, we’ll guide you through a self-assessment process to reflect on your ideal work style. Then, you’ll invite people you trust to contribute to your profile with you, creating a living document of how you do your best work. We highlight information on your top strengths and the areas you’re working on growing. We also prompt users to share insights on what motivates them, how they learn best, qualities they love in teammates, etc. As we scale the Candor network, we want to help users create the ultimate “working with me doc.” This will be the only place that gives an authentic representation of someone’s work self, verified by prior and current teammates.: Is there any focus on the product for employers or companies to showcase how they work in the same way you’ve done for individuals?: Absolutely. Every hiring manager and leader within a company can create a Candor profile to share more about how they work best. Many hiring managers share their Candor profile in job descriptions for open positions on their teams, so candidates can get a sense of what they’re like to work with before applying. Additionally, many teams use Candor to level up their relationships with existing teammates. Teams will compare their Candor results and have open discussions on how they might work better together.: Given that you have a two-week work trial for potential Candor employees to experience day-to-day life working with you, does their feedback and experience shape how Candor is built for others looking to communicate their work style and preferences online?: 100%. We iterate the product constantly based on what we learn from our own experiences of recruiting and team building. The two-week work trial is especially interesting because we’re constantly thinking about how we might productize what we learn from working with a candidate into the product. What might it look like if we could look at a candidate’s Candor profile and have the confidence to make the hire without a work trial? What would we need to know to make that decision? One of the things we discovered from a work trial that didn’t work out was motivations. Had the candidate shared more about their motivations before the work trial, we might have realized that it wouldn’t be a fit with our culture. After this experience, we added a Take prompt to the product around motivations. It’s incredibly helpful to be going through this ourselves and incorporating our learnings into the product.
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