When I was hired as the new Head of Talent, my first task was to double the engineering team in 3 months. Hipcamp is a culture-first and very mission-driven company, so I had to judiciously hire engineers for mission and impact alignment. I also focused on Senior Engineers that had a similar experience building consumer web applications using our particular stack.
I came across Key Values at my previous company, Lever, and couldn’t find a better site that put values and mission first. At that time, Hipcamp was a small and scrappy Series A team. We didn’t have engineering resources to build and maintain a robust careers page, and Key Values was like having employer branding on contract. (And honestly, it’s a way better careers page than we would have been able to do internally given our limited resources.)
It’s essentially a low-maintenance employer branding tool that influences every hiring cycle.
Additionally, given that our recruiting function was really just me, I really wanted my strategy to be targeted. Other sites cast a wide net, but the quality is low. I’d rather go through 20 quality candidates than sort through 100 mixed ones.
"I reached out to a candidate who wasn't looking to leave their job, but they saw our Key Values page and thought their friend would be perfect for the role and our culture. They ended up connecting us, and we hired him!"
Our results from using Key Values are four-fold:
Hipcamp unlocks access to private land, creating new places for people to get outside and go camping.
About Amy Cherette