Overview

We are not your typical People/HR team. If you want to make something happen, we want to help you figure out how. While we ultimately need to make sure decisions that are made don’t land the company in the middle of a scandal, we understand how quickly the rest of the org needs to move to deliver the best product and service to our customers, so let us truly be your partner in solving the most challenging and imperative people-related concerns you have.

Here are some core pillars of how we operate across all functions:

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Make it make Sense

We are relentless in our curiosity and desire to know and understand things. We don’t just accept answers from people because they should be experts, we keep pushing until they’ve either made it make sense to us, or we’ve found a flaw/error in thinking.

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Touch Reality

Similar to above, we don’t just take things at face value or rely on other people’s opinions and perspectives. We touch reality ourselves and form our own opinion/assessment anchored in the reality of what we see. We do this through rituals like reviewing customer support tickets, listening to sales calls, auditing feedback managers are delivering to their direct reports, and more.

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Think from First Principles

Similar to our company value, we don’t default to solutions because it’s what we have done before, or because it’s always worked. We aren’t afraid to scrap things and start from scratch either. We start with the ideal, and work backwards, always landing on the solution that is best, not the solution that is easiest or most comfortable.

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Drive Towards the Unknown and Uncomfortable

We don’t shy away from work that feels uncomfortable, we seek it out. We want to be the first ones in the building when there’s a fire, no matter how scary and stressful it may be. We share our learnings with others to help them navigate similar situations, and learn through our mistakes so they can avoid making the same ones.

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Our Functions

The people team is made up of a few functions:

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Payroll

The core objective of the Payroll Team is very straightforward… get everyone paid correctly and on time. We take all variables that lead to these ends very seriously (e.g. adhering to many concurrent deadlines, scrutinizing our own work, regularly auditing our processes and controls, developing relationships with and educating People Managers, etc.), and are constantly optimizing practices to achieve the same. Beyond this, some of our biggest focuses are to:

• Support leaders across the org with compensation data and change requests (including equity admin management).
• Ensure the business remains fully compliant with all standard payroll practices. In part by continually educating ourselves on payroll laws, best practices, and re-assessing whether there are ways to de-risk payroll even further.
• Obsess over how to improve team members’ payroll experiences now and in the future. We find ways of making payroll a seamless, reliable and excellent process. On the manager level, we support them by making our processes easy to follow, efficient, and alert them to worrisome payroll trends or errors (like someone’s commission being significantly lower than it usually is). </aside>

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IT Operations

IT at Clipboard aims to make it easy for people to do great work. We build and maintain the systems and tools that help everyone collaborate, support our customers, and build our product. We think about IT less as a traditional helpdesk and more as an internal systems function, constantly improving how technology supports the business. Here are a few examples of what you can expect to work on:

• Help people quickly resolve technical issues and improve how they interact with the tools they rely on every day.
• Build and improve internal systems and automations that make processes across the company more scalable and reliable.
• Partner with teams across Clipboard to understand how they work, and help design better technical solutions.
• Continuously evaluate and improve our technology stack, balancing usability, security, and efficiency as we grow. </aside>

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Recruiting

We’re a team of full-cycle talent partners who believe deeply that hiring is one of the most important things we can do as an organization. We’re equally comfortable going on a sourcing sprint for an urgent role, building a new dashboard to track metrics for a hiring team, and keeping track of a new interviewer we just trained to make sure they’re doing well. While the day to day will change depending on the needs of the business and hiring team at the time, here are a few things you can expect to do:

• Effectively guide candidates through each phase of our hiring process with clear expectations and timely updates.
• Track and report weekly recruiting metrics to hiring teams, using that to identify what may be broken in our hiring funnels and suggest and implement fixes to make hiring more effective.
• Test out creative sourcing strategies and figure out (quickly) if they’re really working or not in order to find great candidates.

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Notes on our Interview Process

While the roles we have open at a given time may change (check out what we have right now here!) there are a few things that are likely going to be true across any of our pipelines:

1. We’re going to ask you to write something early on in the process
   1. We are a low-meeting culture, and we write and meet async as much as possible. We also believe really firmly that writing is thinking, so no matter what team you are on, you can expect to be comfortable communicating your ideas, projects, and problems in writing. That’s why we have a written case study pretty early in our pipelines – it’s too critical to our success for us not to screen for it early on.
2. Don’t tell us what experts think, tell us what you think.
   1. There’s plenty of great advice and interesting studies out there about HR/Recruiting theory and best practices, but at the end of the day we care less about how well you know theory and more about what you think, and how you apply what you think in actual scenarios.
3. Don’t skip the “how” to get to the “what”
   1. While we want to hear your opinions and recommendations, there’s generally not one right answer to any of the questions posed in our process. Because of that, we care a lot more about understanding your thought process, and the micro decisions and judgement calls that led to your broader recommendation.