Experiences refined for people
At KORTX, hiring is more than just filling positions; it’s about building a cohesive team that thrives on collaboration, creativity, and continuous growth.
We’re constantly refining our hiring process to attract the right individuals who align with our values, vision, and company culture.
Whether you’re looking to work at KORTX or trying to get ideas for your company’s hiring process, this article gives you a behind-the-scenes look at our process.
✨ What we do at KORTX ✨
Starting with the brand’s holistic marketing objective, our team of digital experts builds data-driven advertising campaigns leveraging our suite of homegrown tools and technology, strategic partnerships, and diverse experience. We work with brands and agencies across the country for clients in a variety of business verticals, including Agriculture, Automotive, B2B, Education, Lottery, CPG, and more.
As our team has grown, our hiring process has evolved, but one thing always remains constant: we want to make sure our candidates are the best fit for us and that we’re the best fit for them.
🤔 What are we looking for in a candidate at KORTX?
“The ability to perform the tasks associated with the role are table stakes when interviewing prospective team members. The things I care most about are (1) would the team member be sincerely empathetic to our customer’s needs and (2) do they possess an innate curiosity about the industry and a willingness to continuously improve. These attributes almost guarantee success with our customers and at KORTX.”
–Damon Henry, Founder and CEO of KORTX
Below is our general hiring process, conducted in 5 stages:
Estimated meeting time: 20-30 minutes
Once we gather our candidate pool, we enter our first interview stage. During the initial video interview with a member of the Talent Acquisition Team, we will gauge how you would fit within our culture and if you embody our values.
This is a light interview where we provide our interviewees with a background of KORTX: who we are and what we do, which sets the stage for the subsequent recruitment process stages.
We ask questions to see how you can handle different issues in your career, along with some role-related baseline technical questions like:
These questions allow us to gauge your problem-solving skills, adaptability, and how you navigate challenges within your professional journey. They also assess whether you align with our values and goals.
⭐ What core values are we looking for at KORTX? ⭐
“At KORTX, we look for candidates who are willing to Do the Work, Keep Refining, Make Things Easy, and Communicate with Purpose. These core values are essential to our team’s success, and we believe that they will help us continue to grow and innovate.”
–Laurie McNamara, Human Resources Director, KORTX
We’ll also gauge your general experience overview for the role itself. We have a basic tech screening for Software Engineer roles to gauge basic understanding. For Sales, we’ll dive into some of their wins and techniques.
We aim to inform you within two to three business days if you reach the next stage.
Estimated meeting time: 45 minutes-1 hour
After successfully passing the initial stage, you will move on to the second stage, which involves a more focused interview. This provides an opportunity for a deeper exploration of your skills, qualifications, and compatibility with the team dynamics.
Depending on the role you applied for, you may have an interview with the Hiring Manager or the Hiring Manager and additional team members to meet potential colleagues.
Example: In the Account Strategist role, the interview panel is composed of the Director of Strategy and a Senior Strategist. On the other hand, for roles like Sales, the second-stage interview is typically conducted solely by the relevant team member, such as the VP of Sales.
This stage serves as a technical guide that assesses your specific skills and abilities relevant to the role. It involves asking technical questions, such as evaluating a software engineer’s coding proficiency or inquiring about sales methodologies and past experiences related to driving business growth.
It also gives you a glimpse into a team’s role within the company, providing context for how your skills and contributions fit into the broader organizational structure.
After this second interview, the interviewing manager and a Talent Acquisition team member meet to discuss feedback and determine whether the candidate should proceed to the next stage, discussing and evaluating interview scores, skills, and core value alignment to decide.
📚 Related Article: How KORTX’s Free Lunch Thursdays Encourage Collaboration, and Community. Read more about how KORTX’s Free Lunch Thursdays promote collaboration, community, and employee satisfaction.
Estimated assignment time: 1 hour
We give all of our applicants a take-home assignment so we can further narrow down candidates by testing their hard skills. This allows you to showcase relevant skills tangibly and demonstrates an ability to perform the role.
Example: Candidates may be asked to present a well-structured and visually appealing deck for an Account Strategist role, displaying their understanding of that function within the organization.
Once you complete your assignment, the hiring team determines who moves forward to the final interview based on the skillset showcased and how it aligns with the competencies our team has identified as the most valuable for the particular role.
Estimated meeting time: 30-45 minutes
The last stage of our process involves meeting with one of our founders, depending on where your role sits in the company.
We recognize the value of face-to-face interactions and, whenever possible, encourage local candidates to come into the office for this interview. However, we’re flexible, accommodating the candidates’ preferences or constraints. If it is more convenient for you to come in earlier in the hiring process, we’ll make arrangements accordingly.
In this stage, you can expect questions that dive deeper into your understanding of digital advertising and marketing. They’ll want to learn about your favorite brand, current role, work style, and how applicants perceive your growth over the next few years.
The ultimate goal of this final stage is to understand how you will fit into KORTX’s short- and long-term goals to overall success.
After the final interviews, everyone involved in the hiring process debriefs to independently assess which candidate should join the team. We share our thoughts and evaluate which candidate is the best fit for the team.
Once we decide, we’ll conclude the process with an informal verbal employment offer, typically over the phone.
If (hopefully you!) the candidate accepts the verbal offer, we will process a formal employment offer and say hello to our new KORTXer! 😀
During the interview process, candidates often make common mistakes that can hinder their chances of landing the job.
Here are some of them so you can be prepared for your next interview, whether with us or with another company:
Before your interview, you should know more about the company than just its name and what it does.
Conduct thorough company research by reading the company’s blog posts, case studies, and social content. Gain an understanding of how the company positions itself in the broader market.
Lack of preparation leaves a negative impression on recruiters because it shows us that you may not care enough about the company you’re interviewing for.
❓ What are you looking for in a candidate at KORTX?
”I am always impressed with a candidate that has really spent the time on our website or has read our blog posts to learn more about KORTX. It shows me that they take the time to prepare for calls and attempt to understand the goals & objectives of a business. These are also important skills they will need once they join the KORTX team. One time I had a candidate pull up our website mid-interview, and it was clear that they did not research beforehand, it was not good!”
–Laurie McNamara, Human Resources Director, KORTX
Asking questions is great when meaningful, reflecting genuine curiosity and interest in the role and the company.
Vague questions can come across as disinterested or unprepared. Questions like “What does KORTX do?” or “Tell me more about the role” give the impression that the candidate hasn’t done their homework.
Instead, ask questions demonstrating your knowledge and genuine interest in the company.
Questions like:
This leaves a positive impression and highlights your enthusiasm for the role and organization.
While a company may seem more laid-back, you should keep your language formal. Avoid using invectives or casual language that may be unprofessional or disrespectful. Maintaining professionalism is important throughout the hiring process.
For client-facing roles, strike a balance between being personable and maintaining a level of formality that aligns with the role expectations.
💡 Professionalism extends beyond just the words you use. Pay attention to your body language, tone of voice, camera settings & background view (if virtual), and overall demeanor during the interview.
Developing confidence, attentiveness, and respect will enhance your professional image and increase your chances of hiring success.
As I often find candidates through LinkedIn, optimizing your profile is important. This includes providing detailed information beyond just the company name and job title.
Highlighting specific skills, experiences, and tools used in previous roles can help recruiters identify suitable candidates. Utilizing the skills section to list relevant technologies, languages, or systems is also beneficial.
Use the skills section to show recruiters what you can do.
This also increases your chances of being found through keyword searches for words or phrases related to the role.
⚡ Tips for a Great Interview Process⚡
At KORTX, we prioritize building a cohesive team that aligns with our values, vision, and company culture. Our refined process aims to attract the right individuals who can not only contribute to but enhance & strengthen our collaborative environment.
Remember, the interview process is not only an opportunity for the company to evaluate your fit but also for you to assess whether the company aligns with your goals and expectations. Approach each stage with enthusiasm, preparedness, and a genuine curiosity about the role, the company, and the team.
Disclaimer: KORTX is an equal opportunity employer. All applicants will be considered for employment without attention to gender/identity, sexual orientation, race, cultural background, religion, physical disability, status as a protected veteran, age, or other applicable legally protected characteristics. We celebrate all team members and are committed to creating an inclusive environment for all.
With a culture of communicating with purpose, continually refining and doing the work, and making things easy, we’re eager to learn about you.
Explore our open positions, or join our talent pool so we can find the perfect fit for you.
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Alex Gibson is the Manager of Talent Acquisition at KORTX. He enjoys pro wrestling, biking, and telling anyone that will listen to fun facts about his favorite animal (Alligators).
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