At Pelpr, we maintain high-quality and responsive candidates by setting clear expectations for both candidates and employers. To uphold the integrity of our marketplace, we ask that you adhere to a few simple guidelines:
Keep Outreach on the Platform:
All candidate outreach must be conducted on the Pelpr platform. If you're interested in initiating a conversation about a position, please send an Interview Request. For questions about a candidate’s background, work history, or experience, use the anonymous Q&A system on the candidate’s profile for additional context.
Communicate Within 48 Hours:
We expect candidates to respond to companies within 48 hours, and we ask the same of our partners. As the interview process progresses, maintain transparency and timeliness in your communications with candidates. This not only enhances the candidate experience but also helps build a positive employer brand.
Provide Upfront Compensation Details:
Transparency about compensation is important to 71% of candidates when exploring new career opportunities. Therefore, we embed compensation expectations into the Pelpr experience. We ask both candidates and companies to be upfront and realistic about compensation to increase efficiency and avoid miscommunication as you approach an offer.
Follow a Standard Interview Process:
While we recognize that each company’s interview process is unique, we recommend the following best-in-class steps for most technical roles:
Phone Screen:
Typically conducted by a recruiter, this call aims to assess the candidate's fit for the role and to sell the candidate on your company. Discuss the candidate’s compensation expectations and outline the rest of your interview process.
Technical Test:
Conduct the technical assessment after the initial phone screen. This allows you to build the candidate's enthusiasm for the opportunity before they invest time in the assessment.
Hiring Manager Screen:
This allows the hiring manager to delve deeper into the candidate's skills and interest in the role. It can also be used to review the results of the technical test. The hiring manager serves as the gatekeeper for the onsite interview, which involves significant time from many stakeholders.
Onsite Interview:
Typically the final step in a technical interview process, the onsite interview combines both technical and behavioral assessments.
By following these guidelines, we can ensure a smooth and efficient hiring process that benefits both candidates and employers. Thank you for your cooperation in maintaining the integrity of our marketplace.