We started SafeGraph to graph datasets together to solve humanity’s biggest secrets. We consider ourselves historians focused on veracity and truth.
We need to attract extraordinary people to help us do extraordinary things.
This is the high-level recruiting process for roles at SafeGraph. If you are a candidate, we hope this transparency will help guide you through this process. If you are another company, we hope this will help encourage a discussion of how to make the recruiting process better. If you are reading this 300 years from now, we hope this gives you a lens into world-changing start-ups in 2017.
That’s moving very fast … and we need everyone aligned with that goal. Candidates put themselves out there when they talk to us and we think we owe them a quick answer. If the answer is to come work at SafeGraph, great. If the answer is that SafeGraph is not the right fit, the candidate deserves to know that quickly too so they can move on to other amazing companies. We also are trying to take as little of your time as possible to make a good decision … if you get all the way to the offer stage, it should be 5–10 hours total of your time in the process.
We telegraph our culture to everyone we interview. We want to give people the ability to opt-out early in the process if they do not think SafeGraph is the right fit for them.
If you love these values and they resonate with you, then this is going to be a great process. If you do not feel you are a fit with the culture, let us know and we are happy to refer you to other technology companies where you can be successful.
Once we identify someone with the right background who is interested in talking with SafeGraph, we setup the below process (which may be modified depending on your situation).
We love your resume so we set up your Initial Phone Interview. For some jobs (especially non-engineering jobs), we have a written interview prior to the first phone screen. The written interview is going to be a core skills check on your role: if you are a sales person, we may ask you to describe a sales strategy. We may also ask you some general questions like how you deal with cognitive biases and your strategies for growth. The SafeGraph Written Interview will take 15–25 minutes to complete, depending on the position. We’ll go over these responses during the phone interview.
The first round interview is generally with the leader of the group you are interviewing with. This is an initial call and will be, at most, 25 minutes. This is to learn a bit more about you and what you are looking for (and to help you learn more about SafeGraph). We’ll go over your written interview if you completed one. For engineers, this is usually followed by a more technical screen where you remotely work out a few coding problems with a member of our engineering team (<45 minutes).
Here we do a 2-minute check-in with you to get your information, collect any additional questions you have (we write them down and make sure they get answered), understand your compensation requirements and get you our NDA so we can go deep on the business with you. Also: we might love you but this is an opportunity for you to drop-out if you don’t love us (and yes, we will cry … but that is ok).
You’ll come to our office (we’re on Market and 9th in San Francisco), and meet the team in-person. This will be max two-hours of your time. Like all our interviews, we work on respecting your time; we keep things quick and give you the option of meeting after-hours or weekends — we can meet 8am to 10pm. At some point in the process, you will definitely meet with the CEO (we think that hiring and developing talent is one of the 3 most important things a CEO does). The goals of these conversations are two-fold: 1) Give you an opportunity to get to know the kind of team we are building at SafeGraph; and 2) Let our team understand what it would be like to work, collaborate and communicate with you.
Depending on your background and the interviews thus far, there may be a project. And we may ask you for references … and we are likely doing off-list references at this stage (we will be very respectful if you are currently employed). This will take 2–4 hours of your time and another 1–2 hours of our time.
If you reach this point, we almost certainly want to give you an offer. But you might not yet have enough information to accept the offer. You’ll have a call with us and go over any questions you have about the company, culture, role, and more — everything you need to know to make a decision. The goal of this stage is to get you ready to receive an offer so that, assuming our offer exceeds your compensation needs, you will accept on the spot.
You get the formal offer — our goal is to be in the 90% percentile when it comes to total market compensation. We hope you accept (you’ll have a short time to accept after you receive the offer so you need to be prepared to make a decision before we give it to you). We’ll discuss your start date (which can be the next day or many months later). And we’ll get your preferences for things like external monitor, keyboard, standing desk, etc.
Everyone at SafeGraph is super excited you’ve accepted your offer. As your start date approaches, we will send you relevant reading materials and begin discussing some potential projects to begin working on for your first week. We already know you are a self-starter, but we also know that providing the right context about SafeGraph’s vision and strategy is essential for you to hit the ground running. Of course, before you start we will get you all the paperwork, health benefits, payroll, laptop, and more so you can spend your first day at SafeGraph doing real work and immediately contributing to the team.
Once you start at the company, it is important you are doing meaningful work. If you are an engineer, you’ll be pushing code on an important project your first week.
If this is exciting to you, come work with us!
That's it – that's all we do. We want to understand the physical world and power innovation through open access to geospatial data. We believe data should be an open platform, not a trade secret. Information should not be hoarded so that only a few can innovate.