How Silofit Hires: Tips from People Operations and Culture Manager Maureen Black

Whether you’re an employer or job seeker, the hiring process is hard. Shining a spotlight on this problem, we spoke to Silofit’s People Operations and Culture Manager Maureen Black about her best advice for candidates hoping to stand out, level up, and land their dream health and fitness job.

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Roles at high-growth health and fitness companies are highly competitive. What can candidates do to stand out?

MB: [You] should highlight the most applicable jobs and previous work experience that will align with the role they are applying to. Although we do get quite a few messages on Linkedin, we pay attention — and it may catch our eye if you’re able to highlight something unique about your profile we wouldn’t see at first glance!

Beyond previous startup or fitness experience, we look for candidates who have demonstrated adaptability, resilience, problem-solving abilities, but most importantly: attitude. We want people who leave their ego at the door, work as a team, and strive for excellence.

What does your company’s hiring process entail?

MB: Typically a prescreen first with our Talent Acquisition Specialist to determine an individual’s overall skill set and communication is a match for Silofit.

We also make sure individuals have a general understanding of the company and are excited about what we’re building at Silofit!

Then, depending on the role it could proceed with one-two more interviews with the hiring manager(s) and potentially the CEO.

Which credentials matter when assessing applicants?

MB: I think work experience will trump credentials in a lot of cases. Experience at fitness companies, tech companies, and startups, in general, is very valuable and will set candidates apart.

We also notice when their previous or outgoing employers have amazing processes and cultures, as we would love to see those learnings brought to Silofit to continue our growth.

Succeeding at a startup or fast-growing company is challenging. How do you screen candidates for intangible skills?

MB: I think it’s important to not emotionally attach to projects in startups (which can be hard). Sometimes, I’ll ask about a time when they started a project or initiative that ended up getting scrapped, and how they dealt with that experience.

Discovering specific past experiences always helps the hiring team get a good understanding of whether this person will really enjoy working in this high-growth, fast-paced environment.

Any additional advice about the hiring process you’d like to impart?

MB: While we don’t expect you to know everything about our product, the excitement and basic understanding from candidates shows you really want to join our team. Come into the interview, be yourself, and highlight projects or experiences where you were adaptable and versatile.

 

Note: This Q&A has been lightly edited for clarity and readability