Oso Inclusion & Diversity

We've built fairness and transparency into every step of our hiring process. We prioritize building a diverse candidate pipeline over speed and volume and partner with organizations that attract diverse talent pools, like the Recurse Center, to support this effort.

To ensure objective evaluation, we use predetermined scorecards for each interview that outline specific behaviors and outcomes we're looking for. Every interviewer delivers their hire/no-hire decision based solely on what the candidate demonstrates during the interview, nothing else. We set compensation based on how we expect someone will contribute to the team, not on factors like years of experience or negotiation skills.

Transparency is core to our approach. We share our interview principles, process, and exactly what we're looking for with candidates upfront. Our technical interviews are pairing sessions with senior team members rather than pressure-filled whiteboard exercises. We give candidates context in advance and encourage questions throughout, because that's how we actually work. We also provide feedback at any point during the process.

We value feedback, and if a candidate thinks there's a different approach that would help us see them at their best. Our goal is to make the process bi-directional so candidates can evaluate what it's like to work with us, just as we're evaluating fit with our Four Oso Expectations.