How we recruit Woola people: a look behind the scenes
Finding the right people is the single most important key to building a great company. Recruitment isn't just about filling positions—it's about finding team members who match your values, who are excited to work towards your mission, and who thrive within your unique work environment.
At Woola, we have put a lot of thought into our recruitment processes. Our crazy cool team is proof that we’re doing at least a few things right (if we do say so ourselves).
The Woola recruitment philosophy
It’s no secret that hiring and onboarding new employees is expensive in terms of time and money. But making the wrong hiring decisions is even more costly. In fact, it’s estimated that 80% of employee turnover results from bad hiring decisions.
While the speed of recruitment is often a KPI for companies, we do it a little differently at Woola. The time invested in the process is less important than the result. We’d rather keep looking for a long time than end up with someone we’re not 100% sure about.
The Woola recruitment process, step-by-step
Our process aims to give candidates a friendly, transparent, well-structured, and stress-free experience. After all, the hiring process gives candidates a pretty good peek into how the company works, and we’ve made sure ours is in tune with our company values and culture. It’s a two-way street: candidates evaluate us as much as we evaluate them.
1. The initial review
It all starts with us thoroughly reviewing the candidate’s CV or LinkedIn profile and application. We dive into their background and assess whether their experience and qualifications meet our job requirements. This initial step is like setting the stage for a great performance.
2. The interview marathon
In most cases, successful candidates go through at least four interviews: recruiter/HR, hiring manager (usually department head), CEO, and team interview.
Sometimes, we also involve external consultants or investors to get a well-rounded view of the candidate. The goal with multiple interviews is to see the candidate from different angles and determine if they're a good fit for not just the specific role but our team as a whole. Additionally, talking to different Woola people is great for the candidate as well, as they get the chance to meet the people they might start working with.
While interviews are often a stressful experience for candidates, we do everything we can to keep things relaxed and informal. This helps candidates open up and show their true personalities and abilities.
As a part of the interview process, we usually include a homework exercise tailored to the role. This gives candidates a taste of what their future job might entail and at the same time gives them a chance to show their skills.
3. Decision-making
When deciding on the candidate, we evaluate the culture fit, role fit, and the additional value they can bring to the team in terms of experience and competencies, as well as future growth potential.
In hiring decision-making, the main rule we follow is: MAYBE=NO.
If we’re unsure about a candidate, it's a sign that they might not be the perfect fit. Woola is not the only company that uses this principle. In fact, the “if it’s a ‘maybe,’ it’s a ‘no’” was some wise advice one of our investors once gave us.
What we’re looking for in future Woola people
Our ideal candidate is someone who not only fits the role but also aligns with our values. After all, skills can be developed, but values are deeply ingrained.
So what are the traits we are looking for?
higher-than-average creative skills (for all roles)
excellent English language skills, both written and spoken
ability to maintain humour and optimism when things don’t go as planned
hunger to learn and challenge yourself to bring new ideas to life
an allergy to micromanagement, and a preference for having freedom and taking responsibility
experience working in a high-growth startup environment, with its occasional uncertainty and messiness
In his book "Start with Why", Simon Sinek talks about the importance of hiring individuals who align with the company's purpose and values. Sinek also covers this in his popular TED Talk "How Great Leaders Inspire Action", where he reinforces the idea that finding the right people—those who are a clear and enthusiastic fit for the company's mission—is essential for creating a successful and inspiring workplace.
So, what are Woola’s mission and values?
We exist to ruin Big Oil’s plans. Our goal is to reduce the amount of bubble wrap used globally by 50% by 2030.
This is what we stand for:
Sometimes lose, always win: We are changing the world, and this task comes with many setbacks. We see them as learning opportunities. We love humor and optimism in tough times. We don’t lose our drive when things don’t work out; we just try again.
Below 100% is not enough: We are in an extremely competitive field (only 0.6% of startups get funded). We need to be outstanding to survive. Every employee at Woola has to give 100% because this affects Woola’s existence. If we give 99%, we will not survive as a company.
Say yes to operating a forklift: When you try almost everything and it doesn’t work, there’s always one more option. Find the person who can solve your problem and go knock on their door. Or drive a forklift if there’s no other way to reach your goal. In other words, results, not excuses.
We take risks: We take many chances, and some don’t succeed. You won’t get in trouble if some of your bets fail, but we won’t work out if you take no bets at all.
Freedom & accountability: We rely on ownership, so you have the freedom to make 99% of the decisions on your own, but you also need to take responsibility for them.
Transparency, inside & out: We don’t keep secrets from each other. We are honest in good and bad times. We don’t claim to be the “best in the world”. We’re open about our shortcomings.
You actually can save the planet: We believe that we still have a good chance of saving the planet from a climate crisis.
Final thoughts on the art and science of recruitment
Recruiting is as much about creating a positive experience for the candidate as it is about finding the right person for the job. By giving a great hiring experience, we ensure that every candidate, whether hired or not, leaves with a great impression. Good vibes spread, and you never know when a candidate might return or recommend us to others.
At Woola, recruitment is more than filling a position—it’s about crafting a team that’s ready to embark on exciting adventures together. If you’re passionate, driven, and aligned with our values, we can’t wait to meet you!
P.S. Whenever we’re actively looking for new people, you’ll find the job openings at the bottom of our Jobs page.
