Hiring the right people for the right job is incredibly important to us here at Team Tito. We’re a small team looking to make a big impact in the right way.
Since 2019 our co-founders have been receiving weekly leadership coaching to help us achieve our goal of becoming a more inclusive and diverse company. We’ve deliberately held off from hiring until we had made progress in becoming what we hope is a safe space for traditionally marginalised folks in the tech industry. This will be a continuous focus for us and we hope to make every interaction with Team Tito—including this first step of applying for a job—part of a calm and welcoming process for anyone who joins us.
We will consider any candidate who applies for a role and we have undertaken training on how to write job descriptions that are as inclusive as possible and don’t contain unnecessary requirements. Skills can be taught but working in a small company requires its own set of traits: having a positive attitude, being detail-oriented, and being a self-starter, for example, as well as being effective in communication, problem solving and context switching.
We are always looking for feedback to improve our processes. Please feel free to contact the co-founders directly at firstname.lastname@example.org.
What to expect when applying for a job
Our hiring process
For visibility here’s the process we’ve put in place for hiring full or part-time team members. This process is similar for contract roles.
A member of the Leadership Team will propose a full-time, part-time or contract hire which will need to be approved by the CEO
The hiring proposal will be reviewed then added to this Jobs page automatically via our recruitment software Ashby
Applications will be received via the Ashby platform and we request some basic information as well as a CV or covering letter, and a link to your portfolio if relevant
The applications will go through an initial screening by the hiring manager who will check for suitability and write up their reason for continuing or not continuing with the application
One or both co-founders will review the results of the screening and either approve or ask to discuss specific decisions with the hiring manager
Emails will be sent to applicants who did not pass the initial screening
Applicants who make it through to the next stage will be asked to attend a call on Zoom
The applicant will be asked if the Zoom call can be recorded so that other members of the Leadership Team can review the interviews
If the candidate would prefer that the interview is not recorded then one of the co-founders will also attend the Zoom call
Interviews will give candidates the opportunity to learn about and ask questions about us and our company, as well as us learning more about the candidates
Each interview will contain a number of standard questions that are asked to all applicants and these will differ depending on the role being applied for
Once all the interviews are conducted a shortlist will be brought to the next weekly Leadership Meeting for discussion where a preferred candidate will be proposed by the hiring manager
At this stage the co-founders will have reviewed or attended the interviews with other candidates and a decision will be made on whether to move forward with a preferred candidate
The hiring manager will then make a job offer via email and an additional call will be arranged if necessary
Once a candidate has accepted the offer and a start date has been agreed the job listing will be closed and the remaining applicants will be contacted
Note: for certain roles which require access to sensitive customer data, a background check may be required in order for us to be compliant with ISO 27001 standards. Further information on the background checks will be provided on the job description if relevant.