<aside> đź’« The following set of guiding principles should always reflect our way of recruiting, acting as the North Star of the whole process.
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We are looking for people who believe in Toggl's journey and strive to play an active part in it. Great candidates should be driven by our **vision and mission, as well as our shared culture and values.** The motivation for the role itself is good, but not enough: the same role could be opened elsewhere, maybe with higher pay. What truly matters is a genuine commitment to Toggl’s purpose and a desire to make a meaningful impact as part of our journey.
At Toggl, we know that extraordinary things require remarkable people: that's why we have to set the bar high when it comes to recruiting. If it's not a 'Hell, Yeah,' it's a No. When making a decision on a candidate, ask yourself *"Did I leave the interview with more energy than when I went in? Did I learn something from this candidate? Could this person start adding value right away?"* If the answer is "No" or even "Maybe", probably it's not the best match.
An interview process is a networking event: providing a first-class experience to candidates gives us the upper hand in the fierce competition with other companies. Moreover, if we make sure all applicants get a great candidate experience, they’ll be more inclined to keep in touch – and to apply again in the future.
Toggl is an equal opportunity employer and values diversity. We do not discriminate on the basis of ethnicity, gender, ancestry, color, religion, sex, age, marital status, sexual orientation, gender identity, national origin, medical condition, disability, or any other basis protected by law or common sense.
Different backgrounds and perspectives lead to a variety of ideas, knowledge, and ways of doing things. On the contrary, team members from the same background may take actions based on a narrow range of experiences. By focusing on how a candidate would add to Toggl’s culture, not simply how they might fit, will widen the range of approaches and skillsets, driving innovativeness.
We are not just recruiting to cover a short-term gap. We are looking for leaders of tomorrow, people to grow Toggl with us in the future. While screening candidates, we should look at their potential agility to adapt and evolve with their role and our business.
The final goal is the right balance of finding the perfect fit for the job today and ensuring that there is a clear career path that turns each new hire into a long-term, loyal employee.
How? Planning. Developing and implementing forecasting process that looks at least one year ahead (the longer the better) to avoid being blindsided by any short-term needs that crop up.
At Toggl we won’t reject any candidates on grounds of their relation to a current employee. However, to ensure a fair and impartial recruitment process, family members and friends will join the same recruitment process as all the other candidates and will be evaluated based on the skills/experiences required for the role.
We will guarantee the confidentiality of all personal data of applicants and will respect their privacy. All the employees involved in the recruitment process have an obligation to preserve each applicant’s right to privacy and to the confidentiality of any information that may be revealed by the documentation, the interviews, or discussions leading to the selection of the candidate.