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Candidate

Your journey to get hired

We're building the future of Supply Chain Security

Network Trace
Talent Acquisition philosophy

Our approach to hiring top talent

Our mission is to attract, engage, and hire world class talent that will enable Risk Ledger’s growth and success. We want to build high-impact teams, reflective of the diversity in the world that we live in, whilst organically creating an equitable and inclusive environment where everyone feels that they belong.
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Our hiring process

What to expect as a candidate

Finding out if we're a good fit for each other

1

Application

After applying to one of our roles, you will receive feedback from our talent acquisition team within 5 day

If we feel there is potential for a good match between your skills and experience to our role, we’ll invite you to have a call with our TA team

Likewise if we feel your experience isn’t quite what we’re looking for, we’ll let you know and provide feedback into how we came to that decision. In this case we’d love to hear from you again, so if there are other roles you feel you are best suited for please let us know!

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2

Screening call with our Talent Acquisition team

This will be a 30 minute call with a Talent Acquisition partner

This call will be a high-level discussion and alignment on the role, your experience, skills and motivations

We’ll also provide you in-depth insight into how we approach hiring and the process you will go through

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3

Hiring Manager interview

This will be a 60 minute discussion with the hiring manager for the role with a focus on both technical skills and behavioral competencies

It’s a great opportunity to get to know more about Risk Ledger, the growth journey, remit & impact of the role as well as your career aspirations

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4

Technical assessments

Depending on your role you’ll go through one or more technical assessments

These assessments are focused on role specific skills i.e. programming and systems design for Software Engineering roles, or a Sales role play for SDRs and Account Execs

We’ll also look to gain an understanding of how you do things, talking through specific behaviors and ways of operating

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5

Values interview

We’ll run the values interview towards the end of our hiring processes

This interview is based around having an open discussion on Risk Ledger’s culture, values and operating principles and how they align or resonate with you

On occasion one or both parties may not have the full information they need to make a decision. In those instances we may request to spend some additional time to talk through any outstanding points

We do this so we can make a fully informed and equitable decision on your skills and experience, and you have all the information you need about us as an employer

Canvas
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Support

How we’ll support you through the process

We are here for you to do your best.

Before each stage, you can expect detailed instructions on our expectations of the session, including and in some cases, sharing interview questions beforehand so you can prepare and perform at your best

Between each stage you can expect to have a debrief + feedback call with a Talent Partner

We aim to provide feedback within 24-48 hours of the interview

We always aim to provide, detailed, actionable feedback, both positive and constructive so you know exactly how you’ve performed and where you stand

We also seek feedback from you actively on each stage so we can improve what we cover in interviews and how we run them

Once a hiring process has completed you can expect a final decision within 3 days, though we typically aim to do this much sooner

Reasonable adjustments

We want to support you to do your best throughout our hiring process. We recognise that everyone has different needs and it’s important for us to take these into consideration as we interview or assess you. We want you to feel confident, comfortable, prepared and ready to do your best - after all, interview processes shouldn’t be secretive or purposefully tricky and ambiguous. So, if you require adjustments to be made to any part of our hiring process to enable this, please feel free to let us know.
If you’re wondering what we mean by ‘adjustments,’ here are just a few examples of how we have accommodated for previous candidates needs:

Asking for interview packs - visual or written information on what to expect in our process

Pre-sharing of interview questions or additional context around interviewing style and structure

Bringing notes or any supporting materials to an interview

Interviews at certain times of day

Option to have interviews either virtual or in-person

Flexibility with location and room setup eg. somewhere with wheelchair access for an interview

More time in an interview and the ability to take breaks as needed, especially if it's a task/test format

Additional support from interviewers (within reason) on a task/test

This list is not exhaustive and if there is anything else you would like to discuss, please don’t hesitate to speak to our Talent team, we would be more than happy to talk through what we can accommodate for.
We would also like to reassure you that any request made will not influence our assessment of your capability and fit for the role or Risk Ledger.
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Interviews

Our general expectations for the interviews

Prepare ahead to tell your story.

Showcase your curiosity and interest in Risk Ledger.

Ask us as many questions as you need to and do your research. We want to hire people who are genuinely excited about us, our product and growth trajectory - we’ll want to see this as much as possible throughout our process!

Help us understand who you are and what is most important to you.

We want to get to know you beyond the surface level - what makes you tick and what you really value in a role and a work environment. This is a two-way process so we want to feel confident that our opportunity and environment will offer you everything you’re looking for as a next step.

Keep your responses concise and to the point.

This allows us to make the best use of the time we have together. A great way to ensure you do this is preparing examples of your experience based on the interview topics we will share ahead of time.

Evidence & examples over ‘hypothetical’ responses.

We will mostly ask behavioral, evidence-based competency questions. The most insightful responses are those that are backed by tangible examples that demonstrate your approach and thinking.

Take us on the whole journey

We always find it useful to have the full context and insight into a scenario. We want to know what you were solving, why you chose a particular approach, how you measured success and the ultimate impact that it had.

If you’re unsure of something, clarify rather than assume.

In most cases, we’ll be happy to provide you with as much additional context or information - this is especially helpful with interview tasks. Where it’s necessary to make some assumptions, call them out explicitly so we know!

Ask intelligent questions and really engage with each of your interviewers.

You will meet a variety of people from our team with different experience and perspectives - pick their brains! This is a great way to show us what you’re curious about knowing. We don’t shy away from talking about the hard stuff either so the more you want to know beyond the ‘typical’ questions a candidate could ask, the more it will give us confidence that you want to get a deeper insight into our world.

Leverage your Talent Partner.

They will have extremely valuable insight into all areas of the business and can give you lots of additional context ahead of your interviews. They’re also here as a sounding board - no question big or small is silly - please make sure you ask!

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Join our team

Work with some incredible people and put your stamp on a fun, fast-paced and early stage startup.