Process

The interview process at Awell consists of 6 phases:

1. Screening (30min)
2. Written interview (60min)
3. “Day-in-the-life-of” exercise (60min)
4. Panel culture interviews (75min)
5. Final conversation with Thomas, Awell’s CEO (45min)
6. Reference calls

Screening GENERIC

The screening call may be performed by the hiring manager or by a third party. The objective of the screening call is to:

1. Do first introductions
2. Assess the motivation of the candidate (e.g. why Awell, what gets you up in the morning, etc.)
3. Ensure we don’t encounter blockers later in the process (e.g. salary expectations, responsibilities, remote culture, etc.)

Written interview ROLE-SPECIFIC

<aside> ℹ️ The written interview is based on the experiences from Safegraph. More info can be found here.

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We include a written interview in our process for several reasons:

• Written communication is extremely important in an asynchronous work culture like Awell’s - this helps us to assess if this fits the candidate
• Written interviews give everyone in the company a baseline about the candidate - it’s not only the resume that every interviewer can read before the interview
• Written interviews help reduce biases