In this episode, Beah (SVP, Product) and Zbig (Director, Talent) discuss our approach to hiring, and how it’s designed to reflect our unique, cross-functional and mostly async ways of working.

Show notes: Check out our careers page and open positions here.

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Beah: Hello. Hi, everyone. Welcome to DuckTales, ⁓ where we go behind the scenes at DuckDuckGo and discuss the stories, technology, and people that help build privacy tools for everyone. In each episode, you’ll hear from employees about our vision, our product updates, our approach to AI, or how we operate as a company, which is the zone that today’s episode will fall in. ⁓

Zbig: Okay.

Beah: introduce myself briefly. I’m Beah Burger-Lenahan. I lead the product team here at DuckDuckGo. And we have with me Zbig. Hey Zbig, do want to introduce yourself?

Zbig: Yeah, of course. Hi, Beah. Hi, everybody. I’m Zbig. I’m on the Talent Acquisition team. I’ve been around for almost seven years now at DuckDuckGo, and I feel very privileged to have seen this amazing journey of us scaling the team from about 50 to over 350, where we are right now and I’m super excited to be here and talk about hiring.

Beah: Awesome, thanks, the big. Yeah, so today we’re gonna talk about how we hire, what that process looks like, why, and so forth. Hopefully it’ll be interesting to everyone. ⁓ So maybe just to get started, can you kind of lay out at like the highest levels of our approach to hiring, what that process looks like?

Zbig: course. Yeah. So I think at a, at a highest level, um, there is, you know, lot of intentionality and discipline to how we hire. So we would do that only when we have like a really clear and well articulated need. So when we’re scoping roles, right? Like we would want to deeply understand what the actual tangible problems are that we want that particular role to solve for us. And then we designed the hiring process to test for the skills, the competencies that are critical to being able to do that. So in practice, that means that we base that hiring process ⁓ largely on test projects ⁓ rather than interviews. Well, there are usually a couple of interviews in every process, but we definitely attach way more weight to test projects. We also tried to design that hiring process in way that ⁓ it’s truly like a two-way street and allows Canada to discover how we work. So, you know, they can make a well-informed decision at the end about whether or not this is good place for them. And I think one other thing worth highlighting ⁓ that comes out of this intentionality and discipline is the fact that, you know, never in the company history, we were forced to do any group layoffs. And when you look at the tech market these days, that’s very rare.

Beah: Yeah, because we only hire people that we know we really need.

Zbig: that will really advance the goals of the company, right?

Beah: Yeah, got it. Okay, thanks. So let’s talk about the projects since they are, as you said, kind of the core of our process. Are these projects, do we expect people to do them for free?

Zbig: Sure. Yeah. No, we offer payment, which is kind of like average bubbly, but it’s usually like anything from 50 to 100 US dollars per an estimated hour of work required to complete a project. These are, and this is just like recognize the time candidates put into those. These projects are always role specific and designed to simulate the actual work one would be doing on the job. You can complete them async on your own time. And I truly believe that allows candidates to demonstrate the best of their abilities without the typical pressure and stress of interviews. And also like when you think of the async format, that much more closely reflects how we work on a daily basis at DuckDuck. Because I think that probably like, I don’t know, 70, 80 % of collaboration here happens asynchronously. There are a few meetings throughout the week. And ⁓ we’ve picked this format for the hiring process very intentionally. There’s actual research behind that that proves that work samples, test projects that are role specific, they’re much less prone to bias and error than interviews. And what we found through that ⁓ is that they are great predictors of future success on the job. And when you look at our retention rate, that’s 95%. You know, our engagement scores are also very high, like I think 86 % way above market benchmarks for companies of our size and at our stage of growth. like there’s actual, you know, quantitative validation that this approach works very well for us.

Beah: Yeah, is it challenging to get people to commit to doing these projects? It can be a bit of time.

Zbig: It is one of the bigger challenges of our hiring process because these test projects can take anything from like three, four hours up to 15 and in some cases maybe 20. And we typically expect folks to complete two of those, two sometimes three. So that’s like a time investment of about 25, 30 hours in test projects. I think we do our best to really to adjust to Canada’s availability. There’s like from our side, there’s no pressure on like when exactly they should be starting on those. They can plan ahead, set that time aside. If they need an extension, they can just let us know. And we usually have no problem to grant that because we understand that different things can come up in life that could derail their plans. So So we really try to adjust our pacing to candidates, be very flexible with those timeframes to ⁓ make it feasible for them.

Beah: Got it. I’m shifting gears a little bit. So where do we hire in the world and why?

Zbig: Hmm. So we hire globally though, not everywhere. We have like a selection of countries where that we’ve decided scale to based on like ⁓ a pretty nuanced estimate on the available town pools, how those relate to our needs, ⁓ how easy it is also to like scale within them from the administrative financial logistics perspective, perspectives, but we are able to hire across tens of countries around the the globe. And I think that’s awesome because that gives us access to amazing talent ⁓ that often when you think of some of these countries, there aren’t that many opportunities to work on something of a comparable scale that Go offers. So we’re way more competitive there, right? And we’re truly... I’m actually in Krakow in Poland and we have a pretty pretty big contingent here, like I think one of the fourth, fifth biggest representations geographically across the company with over 20 people. yeah, there’s definitely a great advantage of this remote setup that enables that. ⁓ And I think also what makes it possible is the fact that as a company, we’re designed from ground up for full remote collaboration, right? When you think of the companies that were switching to remote during the pandemic, that often didn’t work out and many of them are now calling people to go back to the office because they didn’t really have the right processes and culture to enable effective collaboration. I think that’s definitely not the case here.

Beah: Where are you located today?

Zbig:

Beah: Yeah. Yeah. I will say, mean, the remote ⁓ employee base has challenges for sure, and it has a lot of upsides as well. I think for me, like one kind of just fun perk of it is that it’s cool to know people from all over the world. ⁓

Zbig: yeah, for sure.

Beah: you know, when I think about like traveling I think, ooh, like who can I go see?

Zbig: Yeah. And also when you think of like, we’re building a global product or a set of global products, right? And I think it’s invaluable to have people from different geographies representing different cultures and perspective, because that helps us inform like how we can be building those products for a broader audience that really ⁓ meets their needs and solves jobs for them.

Beah: Yeah, makes sense. So you mentioned ⁓ one of the challenges of our hiring process is getting people to commit the time to the projects. Are there any other significant challenges?

Zbig: Mm. Yeah. I think the probably the biggest one is related to how we work. Cause as you know, we’re pretty uniquely organized over here. There’s no middle management. There’s no like separate project management function. And in practice, that means that everybody really is expected to be able to scope, propose and execute projects. Sometimes that means, you know, managing a cross-functional project team and that skillset is not that easy to get on top of the functional expertise, Like functional competencies. So ⁓ we often end up hiring, you know, we do most of our hiring in engineering and at a senior individual contributor level, like senior engineer, and we often end up