Elevator Up was going through a large hiring push and needed some guidance recruiting and retaining senior members of their team.
In order to ensure lasting improvements, we kickstarted the engagement with a research phase. We started by first analyzing all previous exit interviews and then jumping into current employee 1:1 interviews. This deep dive allowed us to understand the entire team’s perspective, both past and current; what was working and what needed to be improved.
Next, the data we collected was synthesized into core areas for improvement in which we presented suggested solutions. We worked closely with the founder/CEO and leadership to improve overall culture and team relationships.
It became clear that increasing transparency and improving communication throughout the organization would significantly help culture. To address this, we conducted an open discussion with the team, implemented recurring 1-on-1’s, and fostered an open environment where employees could voice their concerns.
The implementation of process around the hiring workflow enabled us to move at lightning speed with a small team.
In order for the hiring process to run like a well-oiled machine, we implemented a more efficient way to screen candidates and standardized the interview phases across all departments.
In the past, EU had struggled with bringing on team members who interviewed well but in the end were not a good fit in terms of skill. We implemented more in depth screening questions as well as a role-specific skills test for the following roles in which they were hiring for: Operations Manager, Designer, Front-end Dev, Product Manager.
Our biggest achievement was hiring a stellar Operations Manager to take the reins on the major initiatives we’d identified and empowered leadership to step back from the day to day.