Culture

Interviewing at Cockroach Labs comes with a twist. The interviewing process is unconventional by design—especially for non-engineering positions. The interviews are exercise-based, focused on practical, day-in-the-life style work tasks. Additionally, resumes are removed from the process to fight unconscious bias. The process is crafted thoughtfully and customized for each role being hired for, but it can be a bit daunting for candidates who are used to traditional interviews. As someone who recently experienced the process first-hand, I thought it would be beneficial for potential candidates to hear about my interviewing experience and gain insight into the process. For a little context, I joined Cockroach Labs in July as the new Technical Writer. In this post, I’ll be looking at the interviews from the perspective of a tech writer, but the process applies to all open roles across the company. The typical technical writer hiring process goes something like this: You apply for an online job posting with your resume and work samples. The HR representative conducts a phone interview. If selected, you are called for an in-person interview. The in-person interview generally entails a writing (read: grammar) exercise, followed by routine questions. The interview is usually conducted by two or three tech writers and the hiring manager. In my experience, the typical interview process relies on the candidate telling the hiring team what they can do, rather than showing what they can do. This does not necessarily translate into the candidate being a good fit for the position and the team. By contrast, the interview process at Cockroach Labs is cross-functional and exercise-based, which is unconventional, yet effective in the sense it not only helps the company decide if the candidate is a good match for the position, but also helps the candidate evaluate if the company is a good fit for them.

Amruta Ranade

July 11, 2019

As we wrap up 2017, we would like to thank everyone who has contributed to and used CockroachDB and who has supported and encouraged all of us here at Cockroach Labs. This has been a great year for the product's - and company’s - evolution as we launched 1.0 then our 1.1, and are now well on our way to CockroachDB 2.0!

Since the U.S. Equal Employment Opportunity Commission (EEOC) opened their doors for business on July 2, 1965, a year after Title VII’s enactment into law, the mission to eliminate unlawful employment discrimination has made progress in our society. No one can deny that we are in a significantly better place than we were just over 50 years ago. The act has benefited many and has served as a model for future anti-discrimination measures passed by Congress, including the Pregnancy Discrimination Act and the Americans with Disabilities. However, the passing of this legislation has by no means solved the problem of discrimination in the workplace. Discrimination is not as overt, but is rather found in grey areas, lurking beneath the surface and often rooted deep into an individual’s unconscious bias. I know what you are thinking: “I know I have biases, but I don’t discriminate against people who are different from me!” It feels shameful. Your biases are shaped by your experiences, culture, and your lifestyle. They frame your perspective and the way you behave in the world. It’s not shameful. However, we believe that recognizing your bias and how it affects your decision-making processes will allow you to understand if and how those biases are impeding your organization's ability to create a balanced and inclusive workforce. At Cockroach Labs, we have put processes in place for our employees to be aware of the role their unconscious bias plays in hiring decisions they are making. We have removed the dependency on resumes and focused on exercise based interviewing. Our end goal is to create practices that lead to a more inclusive culture. It’s proven that by providing candidates with an understanding of what to expect throughout the process, as well as insight into what to expect, helps them perceive the process as being fair [Klehe, König, Richter, Kleinmann, Melchers]. In addition to creating fairness, we want to see if full transparency can also lead to better hiring outcomes. With this in mind, we have made the decision to open source our interview process.

Lindsay Grenawalt

November 28, 2017

Some of my colleagues have children to tend to after work and many are night owls who are most productive during the wee hours while I’m drooling in my sleep. While I’m trying to figure out how to best work with them, they’re also trying to figure out how to work with me. Is it okay to send me Slack messages after 7pm? What is the best way to give me constructive feedback?

When I first started at Cockroach Labs, the founders and I had a candid conversation about diversity. Studies have shown that diverse companies have a greater likelihood of success through higher employee performance and financial returns [2015 McKinsey report]. We agreed that it was important for us to attract a diverse workforce and concluded that the best way to do so was through creating an inclusive environment. In addition to internal initiatives, we set out on a mission to remove bias from our interview process or more realistically, challenge the bias that our interviewers face when assessing candidates.

Lindsay Grenawalt

September 7, 2017

Most founders agree that one of the greatest challenges that they face isn’t raising money or closing deals or finding partners. It’s finding people. In particular, finding great people who are interested and eager to take a chance on a startup. Turns out, hiring for startups is hard.

Lindsay Grenawalt

April 27, 2016