Linda Biggs
Talent Partner Lover of ☕️ and🌲, especially in the wild 🏕. Mother to👯♀️ amazing humans.
Talent Partner Lover of ☕️ and🌲, especially in the wild 🏕. Mother to👯♀️ amazing humans.
Our commitment to transparency and open communication extends beyond just our hiring process. Here's why we've decided to make the Float Handbook public.
Our hiring process has enabled us to find great team members while respecting every candidate’s time. But we're not resting on our laurels.
Cover letters are popular, but are they truly valuable for hiring? We think not.
At Float, our term for a good value add is "hell yes." It's one of the main things we look for in our hiring process.
One of the biggest pitfalls I see with remote work is not committing to it in culture and leadership processes. Effective remote work is built on trust and boundaries.
By the eighth week of onboarding, we see team members settled and confident enough to ask questions, make suggestions, and show their personality on Slack—a people ops dream!
Trust starts in the recruitment process, which is why we're open about salary and benefits from the get-go.
At Float, we've always been remote. Here's how we support our team to live their best work life working remotely and async.
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