People Operations

About The Team

We’re not your typical People Operations team. We aren’t focused on writing policies or telling people what they can’t do; we’re problem chasers, focused on identifying the most important jobs to be done in order to best support our team. If you ask anyone here what they think about our team, we will hope they would say: “They enforce high standards across the org”, “they are my go-to for leadership development” and “They are some of the most strategic thinkers and problem solvers in the org”. 

About The Role

Honestly, we think your typical JD is deceptively unhelpful for high-growth startups. We're a team of entrepreneurial problem solvers who get excited about making the lives of our internal customers (Clipboard Health corporate team members) better and building a next-generation People function. 

Learn more about us through a post from our CEO and a post from our Head of People. 

The Ideal Candidate Profile:

• Fresh Perspective Required: While this role is within the People team, our organization thrives on innovative and non-traditional approaches. Our most successful team members usually come from diverse backgrounds outside of HR/People Ops, bringing fresh perspectives and new ideas. We particularly encourage candidates with non-HR backgrounds to apply as it aligns with our unique approach.
  
• Is okay with chaos - we are still very much a high-growth start-up, which means things change frequently. You can adapt to the needs of the business and can pivot at the drop of a hat. You don’t overly impose structure and organization where it is not needed but do see where a system or process could make a meaningful difference.
  
• Is a game for anything - your motto is “put me in coach”. It doesn’t matter where, or what you are doing, you are game to take it on and figure it out. You aren’t scared to do something new or something you think you won’t like because you see the big picture, and are most interested in chasing the most important problems. 
  
• Knows their limits - you need to be self-aware enough, and have good enough judgment, to know what you don’t know. You can assess the situation accurately, and tell yourself to seek additional help when a wrong decision could have serious implications for the business. 
  
• Enjoys being challenged, stretched, and pushed - you continually push and challenge yourself, but you seek it from your peers and managers also. You thrive off of feedback and find ways of implementing to get immediate traction.

Salary & Other Important Information

• The base salary is between $80,000 - $160,000 and the offer will be based on experience and location.
• We currently need someone who is available to work US PST hours  
• This role is currently only accepting applications from candidates based in the USA and does not offer visa sponsorship at this time. 

A Note About Our Hiring Process

As with many things at Clipboard Health, we approach recruiting a bit differently than you might see at other companies. The most distinctive element of our recruiting process (which was first piloted by our Product team) is that for nearly all our roles we focus on “screening in” rather than “screening out”. As a globally distributed team, we really do believe that talent can come from anywhere. That spans geography, designation, experience level, etc. If a team holds that true, that means they’ll likely receive a LOT of applicants from a LOT of places, and will need to do something in order to whittle down the sheer volume of applicants. That leaves a team with two options:

1. Screen out: use proxies to screen candidates out of the top of funnel (eg. resume keyword search for “Google Product Manager”)
2. Screen in: use assessment(s) to screen candidates in so that they can display their ability and interest in the work

Neither method is perfect, but we’ve found that proxies generally really poorly map to one’s actual ability to do the job. Thus, we’d prefer to cast a wider net and then use assessments (that are designed to map to the type of work you’d be doing day to day) to underwrite.

What does that mean for you as a candidate? It means that our preference is to move folks directly to a written case study so we can assess based on work product rather than what we can glean from a resume. But we also know that not everyone wants to invest in a case study before talking with someone live, so we’ve designed our pipeline to give you options: 

1. You can choose to jump directly to the written case study, OR
2. You can opt into a screening call 

If you pass our case round, your process from there will be: 

1. Interview with the Hiring Manager

2. Additional Written Exercise

3. Executive Interview with Co-CEO

4. Offer!

The entire process can take up to 4-5 weeks depending on the availability of the candidate and the hiring team.