We run the same three-stage process for every role. Same questions, same scorecards, every candidate. The process is designed to be fair and to give you a real sense of who we are.
We pick a few roles from your CV and dig into what you actually did. Not what your team did. Not what the JD said. What you specifically did, what was hard, how it turned out, and what changed in your practice because of it.
How to prepare: Pick three pieces of work from your career you're proud of. Be ready to talk through the rough edges, including what didn't work. We're more interested in honesty than polish.
A structured conversation about how you've shown up in real situations. We ask about a time you held someone to a standard, a time you adapted to make something land, a time you had too much to do, and a time you tried something that didn't work.
How to prepare: Have stories ready. Specific situations, real stakes, what you actually did, how it went. The stories that are most useful are the ones with rough edges, not the highlight reel.
The role-specific stage. We send you a small piece of pre-work (a lesson to plan, a roster to fix, a program to design) 2 to 5 days in advance. You walk us through it, we pressure-test it, and we ask role-specific questions.
How to prepare: Treat the pre-work as a sample of how you'd actually do this job. We're not looking for theoretical perfection. We're looking for the texture of someone who has done this work and made choices about it.
We meet within a week. If we're offering, we move fast. If we're not, we'll tell you within five working days. If you reached Stage 3, you're welcome to a 15-minute feedback call.
Two references, after Stage 3, before offer. We'll always ask before contacting anyone.