It should come as no surprise that the founders of Owlet, a smart baby bootie designed to let parents know if their baby has trouble breathing, are parents. A common fear amongst parents is the risk of SIDS, or Sudden Infant Death Syndrome, a leading cause of death among babies 1 month to 1-year-old. Owlet knows the important role technology can play in calming parents' fears. Owlet measures heart rate and oxygen levels with pulse oximetry, the technology many hospitals use.
The company is expanding as the product comes to market, with openings for mobile app developers and hardware engineers. HR Director Ashlie George, who manages talent recruiting and hiring for Owlet, says potential candidates need to share their passion and vision.
Recruiting can be challenging for all startups. What's unique with Owlet is that we've found our candidates are drawn to our "why" and what we're aiming to do at Owlet—and they want to work for us. Recruiting with our mission statement is our key to successful hiring top tech talent. Every member of our team, which is filled with the best of the best in their respective fields, is committed to the work we do and why we're doing it.
It's a pretty in-depth process that includes phone screenings followed by on-site interviews. A good example is to look at applicants for our iOS/Android Developer positions. Before we bring them onsite we have them complete a coding exercise prior to coming in to meet the team. It is a major boost or perk if the candidate has a few of their own apps available in the app stores for us to review.
A candidate has to show that he or she is committed and aligned with our mission and vision. Additionally, because we're in tech and really creating a new space, we need candidates to be on the cutting edge of innovation.
We're going through major growth, so that means every department! The most growth is in engineering — data scientists, mobile app developers and hardware engineers are among some of the most recently posted positions.
For us, it all ties back to mission and vision.
In the interview process, we ask the question "what type of culture do you work best in?" The best responses are about believing in mission and vision. It helps us to see the candidate's ability to grasp, and embrace, the bigger picture.
We always try to ask employees first for referrals. Beyond that, a lot of it comes out in the interviewing process to see their passion and support.
A big "uh oh" on resumes is more of an omission — be sure you're not omitting results on your resume from previous projects that showcase your work experience, skill set and make the connection to why you're the best fit.
Always make sure your cover letter immediately connects your previous projects (and the success/results) to the vision and mission of Owlet, and how that experience makes you the best candidate. Prove that you've done the research and know what we're about.
We spot an innovative thinker in the interview most often when they share how they can make Owlet better and highlight the value they will add from day one. To us, an innovative thinker is always planning ahead, for what they'll be doing next. An innovator is one who in the present is killing it at their job while simultaneously building and following a roadmap for the future, marking out how they'll make an impact.
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