我们刚刚进行了每月一次的全员大会（town hall）。每次我们都会深入讲解一条公司的文化原则。本月的主题是 “顶尖人才”（top talent）。 我们是这样理解它的： 每一位候选人都必须提升团队的平均水平。 我们今天的团队已经非常优秀，但我们始终必须思考如何继续提高标准。 确保候选人与使命/文化保持一致。 我们尽可能广泛地寻找人才，吸引来自各种背景的候选人。 我们进行 认知能力测试、现场面试和背景调查，以便真正了解候选人。教育背景如今往往不再是一个有用指标，因此认知测试可以帮助我们弥补这一差距。 一次出色的面试，是你会感到兴奋、有新收获，并且能明确知道这个人能让团队更强。 如果你不是“绝对的 YES”，那就是 NO。 所有录用必须由我、@emiliemc 或我们的人力资源主管 LJ 批准，而且我们标准很严格。对于高管来说，把时间用在打造“顶尖人才文化”上，没有多少事情比这更值得。 我们也希望为候选人提供很好的体验，这样即使没能加入，他们依旧会对 Coinbase 保持高度评价，并且愿意在未来再次申请。 并不是所有人都喜欢我们的招聘方式，那没关系。 这是一种特性（feature），不是缺陷（bug）。 我们对招聘的方式，能帮助我们筛选出与公司文化契合、愿意与我们一起做大事业、并对未来感到兴奋的人才。 We just did our monthly town hall. On each one we do a deep dive into one of our cultural tenets. This month it was 'top talent'. Here's how we think about it: - Every candidate needs to raise the average on a team. We have a very good team today, but we should always be thinking about how to hit a higher bar - Always ensure there is mission/culture alignment - We cast a wide net to attract candidates from every background - We do cognitive testing, live interviews and references to be able to properly understand candidates. Education history is often no longer a useful indicator, so cognitive testing helps us fill the gap here - A great interview is when you get excited, learn something new, and know for sure the person can level up the team - If you're not a hell yes, it's a no - All offers must get approved by either me, @emiliemc or our Chief People Officer LJ, and we're tough graders. There are few better uses of our executives’ time than helping create a culture of top talent - We also aim to give candidates a great experience, so even if it doesn’t work out they still think highly of Coinbase, and would like to work here in the future Not everyone likes our hiring practices, and that’s fine. It’s a feature, not a bug. How we approach hiring helps us filter for talent that will match our culture and be excited to work with us and do big things