Are you considering applying or have you applied for a role at Hotjar? Here are answers to our most frequently asked questions.
How long does your recruitment process typically take?
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There are a couple of reasons. We have several steps in our process that require independent work from the candidate and the review of that work by our team. While this adds time to the process it helps to simulate elements of both the independent and collaborative work our team regularly performs. It is designed to ensure we get the right fit for the position and exposes the candidate to some elements of how we work. Regardless of the time it takes, our internal commitment is to respond as quickly as possible to each candidate that applies.
I recently applied now the role is closed off already. What happened?
We have a rolling recruitment process, meaning that we keep assessing candidates until we’ve closed the role. This is different to the process some companies follow of shortlisting a set number of candidates per stage, before moving to the next stage. For this reason, it’s possible that someone may have applied shortly before we close off the role.
It’s been a while and I haven’t heard from you. Why not?
We respond to all candidates to let them know the outcome of their application at each stage in our process. Unfortunately, our emails can sometimes make their way to your Spam / Junk folder (this is especially true at the video stage). If you haven’t heard from us within the timeframe given in a previous email, or have never received an email confirming your application, please check your Spam / Junk folder.
What steps are involved in the recruitment process?
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At Hotjar we do not factor in any differences in compensation based on where you are located. We believe everyone should be compensated based on the market value of their role and the value the role brings to the company. We also don't believe in complicated bonus or equity schemes. Instead, we benchmark all roles based on the labor market in London and aspire to pay our team on the high end of that range so that they can have a healthy and predictable income. The specific compensation amount offered to a successful candidate will be based on relative experience and skills. On average, our offers tend to be a little below the mid-point fall within the first half of the range published for the role but this varies from candidate to candidate, role to role. It’s possible an offer could be much higher or lower than the mid-point.
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Employees and contractors are treated with the same internal autonomy. They are also eligible for all of our perks. The actual differences might vary depending on where a contractor is based but, in general, the most important differences tend to be taxes, pension/retirement, and healthcare. The full burden of these items are the responsibility of the contractor.
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