A founder explains how their company's interview process prioritizes core values and passion for the brand over traditional qualifications. They focus on identifying candidates who will stay long-term and align with company culture.
What are some things that you do? I mean, are you taking people through several interview processes? Maybe break it down a little bit? I took them out to dinner last night. One of the girls I was with me, she's like, I've never been on more interview, like, had so many interviews in a company in my life than when I interviewed for Kendra. And the reason we do that is, again, it's that identifying the core values. So we may have people in the company interviewing that maybe somebody lower a position lower than what you're even applying for, but they represent our core values so well, they can identify. Identify it in people. So we do put them through the wringer because we want them to really want these things, and we want to know that they're passionate about our brand, our company, that they care about family. And if you don't get that, that's okay, you know, you don't have to work for us. It's no problem. We really go through a lot to get the right people. They stay for years. We treat people the way we want to be treated, and we try to get people that really have shared that vision.
