Talent Team Onboarding
Onboarding
Welcome to Sourcegraph - we’re VERY excited to have you on the Talent team! This page describes the onboarding philosophy and process for new talent team members as they onboard, as well as what success looks like 30 / 60 / 90 days in.
Company-wide and Talent-specific Onboarding
Our goal is to have all talent team members fully ramped by the end of your 4th week. During your first 4 weeks, you will complete a variety of activities intended to both introduce you to the company as a whole, as well as provide you with the knowledge, tools, and support necessary to be set up for success.
Onboarding Tooling
As a company, we use Process.st to guide each individuals’ onboarding. Your own custom onboarding plan will be provided to you prior to your first day and will serve as your guide.
Onboarding Support
Each new Talent team member is paired with two individuals during their onboarding time. Both of these assignments will be indicated in your Process.st checklist.
- An onboarding buddy: your onboarding buddy is assigned as part of our company-wide onboarding program. For the Talent team, this will be a peer from an adjacent team with whom you’ll work closely.
- An onboarding mentor: your onboarding mentor will be someone from the Talent team with whom you’ll have regular check-ins and will be there to help guide you.
Helpful links & resources
- Learning the product
- COMING SOON
- Learning the pitch
- COMING SOON
- Learning how to use our tools
- COMING SOON
- Learning how to extend an offer
- COMING SOON
High-level Onboarding Overview
Below are the goals and expectations for each week of your onboarding.
Week 1 Goals:
- Complete through General Company-Wide Onboarding activities: our values, our vision, our culture, what it means to be handbook-first, and how we operate as a business
- Get all necessary access to tools and logistical setup
- Learn about our purpose and the value we provide to customers: why does Sourcegraph exist, who uses our product, and how do we add value to our customers’ business
- Learn about the Talent org: who are we, who do we work with, what’s our vision and why what we do matters
Week 2 Goals:
- Continue orienting yourself to the company: all the different teams, our internal tooling and how we use it
- Learn about the product
- Learn how we pitch Sourcegraph to candidates
- MORE COMING SOON
- Listen to assigned Brighthire recordings
- Beginning week 2, you’ll look to lead your first Recruiter Screen, with your onboarding mentor there to support you.
Week 3 Goals:
- COMING SOON
Week 4 Goals:
- COMING SOON
30 / 60 / 90 Day Plan
We want every CE to feel certain and comfortable with where they are at currently, what’s expected of them, and what’s next. During your first 90 days, this is what success looks like.
Recruitment Operations Specialist (level 2)
First 30 days:
- Demonstrate baseline understanding of core product, value proposition, and processes.
- Successfully deliver initial product demo, covering core functionality.
30 - 60 days:
- COMING SOON
60 - 90 days:
- COMING SOON
Sourcer (level 2)
First 30 days:
- Demonstrate baseline understanding of core product, value proposition, and processes.
- Successfully deliver initial product demo, covering core functionality.
30 - 60 days:
- COMING SOON
60 - 90 days:
- COMING SOON
Recruiter (level 3)
First 30 days:
- Demonstrate baseline understanding of core product, value proposition, and processes.
- Successfully deliver initial product demo, covering core functionality.
30 - 60 days:
- COMING SOON
60 - 90 days:
- COMING SOON
Senior Recruiter (level 4)
First 30 days:
- COMING SOON
30 - 60 days:
- COMING SOON
60 - 90 days:
- COMING SOON
Manager
First 30 days:
- COMING SOON
30 - 60 days:
- COMING SOON
60 - 90 days:
- COMING SOON