How we hire
There is no one kind of Dolphin-colleague, so we’re always looking for people who can bring new perspectives and life experiences to our teams. If you’re looking for a place that values your curiosity, passion, and desire to learn, if you’re seeking colleagues who are big thinkers eager to take on fresh challenges as a team, then you’re future is at Dolphin.
Working at Dolphin in three steps
Find your match
Match your skills and interests to jobs you’re excited about and the problems you want to solve.
Focus on your resume
This is the first piece of information we’ll see about you, so highlight your achievements. Here’s how to frame them:
Align your skills and experience with the job description.
Be specific about projects you’ve worked on or managed. What was the outcome? How did you measure success?
If you've had a leadership role, tell us about it. How big was the team? What was the scope of your work?
If you're a recent university graduate or have limited work experience, include school-related projects or coursework that demonstrate relevant skills and knowledge.
Keep it short: If there’s additional information (like a portfolio) we need during the hiring process, your recruiter will work with you to collect it.
During phone or Google Hangout interviews, you’ll speak with a potential peer or manager.
Your phone/Hangout discussion will last between 20 and 40 minutes.
Be prepared for behavioral, hypothetical, or case-based questions that cover your role-related knowledge.
You'll usually meet with two persons — some potential teammate and some cross-functional — for about 30 to 45 minutes.
All candidates will have the chance to highlight strengths in four different areas:
General cognitive ability: We ask open-ended questions to learn how you approach and solve problems. And there’s no one right answer—your ability to explain your thought process and how you use data to inform decisions is what’s most important.
Leadership: Be prepared to discuss how you have used your communication and decision-making skills to mobilize others. This might be by stepping up to a leadership role at work or with an organization, or by helping a team succeed even when you weren’t officially the leader.
Role-related knowledge: We’re interested in how your individual strengths combine with your experience to drive impact. We don’t just look at how you can contribute today, but how you can grow into different roles—including ones that haven’t even been invented yet.
Dolphin mind-set: Share how you work individually and on a team, how you help others, how you navigate ambiguity, and how you push yourself to grow outside of your comfort zone.
Throughout the interview process, feel free to ask your interviewers for clarification to make sure you fully understand their questions. And feel free to interview us, too. Ask questions—about the work, about the team, about the culture—that will help you decide whether the job will be right for you.
Predict the future: You can anticipate 90% of the interview questions you’re going to get.
“Why do you want this job?”
“What’s a tough problem you’ve solved?”
If you can’t think of any, Google “most common interview questions.” Write down the top 20 questions you think you’ll get.
Plan: For every question on your list, write down your answer. That will help them stick in your brain, which is important because you want your answers to be automatic.
but also how you approach problems and try to solve them. Explicitly state and check assumptions with your interviewer to ensure they are reasonable.
Explain: We want to understand how you think, so explain your thought process and decision making throughout the interview. Remember we’re not only evaluating your
Be data-driven: Every question should be answered with a story that demonstrates you can do what you’re being asked about. “How do you lead?” should be answered with “I’m a collaborative/decisive/whatever leader. Let me tell you about the time I … ”
Clarify: Many of the questions will be deliberately open-ended to provide insight into what categories and information you value within the technological puzzle. We’re looking to see how you engage with the problem and your primary method for solving it. Be sure to talk through your thought process and feel free to ask specific questions if you need clarification.
Improve: Think about ways to improve the solution you present. It’s worthwhile to think out loud about your initial thoughts
to a question. In many cases, your first answer may need some refining and further explanation. If necessary, start with the brute force solution and improve on it — just let the interviewer know that's what you're doing and why.
Practice: Everyone gets better with practice. Practice your interview answers—out loud—until you can tell each story clearly and concisely.
About the process
Our leadership reviews every successful application before you get your offer.
After your interviews are done, and your interviewers recommend hire, Dolphin leaders (managers and directors) review your candidate packet, which includes your interview feedback and scores, your resume, references, and any work samples you submitted.
Due to the several steps the hiring process might take some days, and depending on the number of candidates even several weeks. We strive to keep you updated, but don’t hesitate to reach out to your recruiter if you have any questions.
Once a senior leader has approved your candidacy an offer will be created for you. Welcome aboard.