Hire team members we can work with forever. Prioritize individuals who align with Treeview Team Manual and want to help build the long term vision of Treeview.
Prioritize great fits now. Prioritize present ideal candidate fit over potential ones that require compromises. Compromises often introduce conditional fits that lead to present-day pains, which we should aim to minimize.
Treeview gives little importance to CVs and formal education. We evaluate potential candidates by portfolio, trusted referrals and by working together. Before onboarding, all candidates should go through a short 1-2 week evaluation period, during which we collaborate on a challenging task to evaluate the experience of collaboration and the actual quality of output.
The best way to evaluate new team members is to immerse them in a high-stakes environment from the start. Early exposure to challenging tasks helps identify both strengths and areas for growth. By pushing to the point of failure, we gain valuable insights into whether a candidate is a good long-term fit and where they might need support.
Treeview is a senior-only elite team and every new member should raise the group talent level. When evaluating candidates, they must be at the same level or better than the current team. This should be one of the key benchmark metrics when evaluating new potential team members.
After onboarding, the trust-building phase begins, which starts at zero. Prioritize supporting trust building through frequent iterations and sync instances. The goal is to help the new candidate build trust at speed. Trust typically takes about six months to establish and can be severely damaged in an instant. Once trust is built, the candidate becomes an official core member of the team and operates with full independence, just like the rest of the team.
Fit should be evaluated on gut feeling and based on evaluating Trust. Fit should be evaluated as binary. If there’s doubt, we should default to not a fit. Support freelance team can be a valid fallback opportunity.
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