4 ways we’re bringing more gender balance to GoCardless
We know there’s more to do when it comes to gender diversity in our team. Since last March, the number of women at GoCardless has grown by 3% to 37% overall – including a 7% increase in our tech teams (15%), 3% in management (32%), and 6% in women in senior leadership roles (20%).
Although numbers have gone up, we’re looking at how we can improve gender balance in areas where it lags the most – Product Development and senior leadership.
To help us achieve this, and because they believe in unleashing individuals’ potential, some of our women leaders came together to form a group focused on gender balance at GoCardless, sponsored by Catherine Birkett, our CFO.
Working with recruitment agencies: assessing effectiveness
Every company wishes that all potential candidates find them directly. However, that isn’t always the case. Although we want to keep recruitment spend to a minimum, we also need to face the fact that external agencies are one part of our sourcing strategy.
The scenario we found ourselves in about 6 months ago will be similar in other startups. We needed to grow fast and we saw numerous agencies come on board, either through contacts from hiring managers, referrals from other companies, or direct contact with the talent team. We suddenly realised we were working with about 25 agencies and we couldn't manage them effectively. It became frustrating for all parties involved.
Therefore, we decided to rethink our approach and put in place steps to get to know each agency properly, to understand how they will represent GoCardless, and how we can assess their performance. Moreover, we want to work with and manage a realistic number of relationships.
What's up at GoCardless: November 2016
📷 Matt Heath @mattheath
2nd November - The DevOps Series: Insider Talks
The Insider Talks is the first event on GoCardless DevOps Event Series. Our own Chris Sinjakli presented "Lessons Learned the Hard Way: Postgres in Production at GoCardless" and Simon Vans-Colina presented "DevOps at Monzo". Stay tuned for more information on the next event!
16th November - Trans*Code London Remembrance Social
The Trans*Code community has had a busy year. It was one marked by incredible accomplishments from members of our community, but also touched by loss. One of our much loved community members, Emily Voukelatos, passed away earlier this year. Her coworkers, friends and members of the Trans*Code community created an event to gather and remember her, while looking back at the year that's ended and forward to the one ahead.
21st November - The Family. Stop Paying for It: How to Not Waste Money as an Entrepreneur, by Oussama Ammar
Join TheFamily for a talk by Oussama Ammar, Co-founder & Partner at TheFamily, to hear about how you can stop wasting cash. 💸
Wondering what we’re up to next month?
- 16th December - Model Westminster Pizza & Politics
(Re)designing the DevOps interview process
Interviewing is hard. Both the company and the candidate have to make an incredibly important decision based on just a few hours’ worth of data, so it’s worth investing the time to make those precious hours as valuable as possible.
We recently made some changes to our DevOps interview process, with the aim of making it fairer, better aligned with the role requirements, and more representative of real work.
We started by defining the basics of our DevOps roles. What makes someone successful in this role and team? What are the skills and experience that we're looking for at different levels of the role?
It was important that the process would work for candidates with varying experience levels, and so it needed to be flexible and clear to assess skills at each of these levels.
The skills we’re looking for fall into three broad categories: existing technical knowledge (e.g., programming languages), competency-based skills (e.g., problem solving), and personal characteristics (e.g., passion for the role, teamwork and communication skills). After defining these skills, we mapped out how we would assess them at each stage of the interview process.