Architel’s Hiring Process

We are always hiring new people here at Architel. It is important to understand our hiring process (hopefully it isn’t too annoying):

Step One: Phone Interview

Architel’s recruiter will obtain a) pertinent information related to candidate including salary requirements, skill level and basic legal demographic data, b) understanding of candidates goals and c) a time that works for the candidate to come in for an interview.

Step Two: First Interview

  1. Candidate goes to main office 2022 and Recruiter is notified that candidate is waiting. Candidate is offered a drink and asked to complete an application (Recruiter should keep applications in kitchen for now).
  2. Recruiter should give candidate tour of office a) show and explain NOC, b) show expansion space, c) show data center and d) bring them to conference room to meet for around 5-10 minutes so recruiter can ask additional questions.
  3. Candidate should then meet with a tier three engineer or above who should spend 10-15 minutes with candidate. Engineer should start with easy questions and get progressively more difficult. Recruiter should have already give engineer an idea of what level the candidate is at (i.e. high, medium or low). Engineer should then go get recruiter and provide a couple of sentences (i.e. I like him, strong in networking, needs work on Exchange, I rank him between Joe and Jason).
  4. Optionally (Recruiter may decide to have a second engineer interview candidate) Repeat above.
  5. Candidate then should meet with Jason Smedley who should spend 10-15 minutes with candidate. Engineer should start with easy questions and get progressively more difficult. Recruiter should have already give tech an idea of what level the candidate is at (i.e. high, medium or low). Engineer should then go get recruiter and provide a couple of sentences (i.e. I like him, strong in networking, needs work on Exchange, I rank him between Joe and Jason).

Step Three: Report and Decision

  1. Recruiter should then provide report to manager who will decipher report and decide whether or not to proceed with candidate.
  2. Recruiter should contact candidate and either schedule second interview or let them know why we are not moving forward at this time.

Step Four: Second Interview

  1. Recruiter should have candidate meet with one final engineer who should spend 10-15 minutes with candidate. Engineer should start with easy questions and get progressively more difficult. Recruiter should have already give tech an idea of what level the candidate is at (i.e. high, medium or low). Engineer should then go get recruiter and provide a couple of sentences (i.e. I like him, strong in networking, needs work on Exchange, I rank him between Joe and Jason).
  2. Recruiter should then have candidate meet with Scott Ryan (preferably) or Alexander Muse who, having the report in their hands, make an offer (i.e. selling the candidate on coming to work for Architel). If for some reason Scott or Alexander have a problem with candidate they may not extend an offer.
  3. Recruiter then prepares a written offer and coordinates a start date.

Step Five: Start

  1. Recruiter should turn over paperwork and contact info to Project Manager who should create a new hire project in Basecamp (i.e. using the templates provided).