The Application Process

In a Nutshell

Our process for filling a role is as follows.

  1. Pace ads
  2. Shortlist applicants
  3. Phone interview with candidates
  4. Shortlist candidates
  5. Face-to-face interview with candidates
  6. Shortlist candidates
  7. Second round interview
  8. Job offer

In more detail

  1. We identify a need in the Company to employ this person
  2. We create or revise a detailed Position Description
  3. We write a job ad. We’re careful here – we need the right mix of “Look at us, we’re cool!”, and requirements for the role. Perhaps unlike recruitment companies, we spend significant time crafting a job ad.
  4. We release the job ad to job sites (some generic, some industry specific), and do a mailout to our mailing list. Depending on the role, we may advertise internally as well.
  5. As applicants come in, we read the cover letter and resume, and sort them into “yes”, “maybe” and “no” lists, based on the face value of the resume and cover letter.
    1. “Yes” candidates move to the phone interview stage
    2. “Maybe” candidates are not reviewed until we have exhausted our list of “yes” candidates
    3. “No” candidates are not reviewed again.
  6. We prepare for a phone interview with each “yes” candidate. This includes a list of questions designed to provoke responses that tell us where your mindset is. Some will be specific to the role, others will be about your and our industry. Every applicant for a given role is asked these same questions.We review the cover letter and resume in more detail, and prepare some questions specific to your application. We score your application out of 5 – how suitable you appear for this role, based on your resume and cover letter alone (though, for creative roles, we may view online show-reels). At this stage, as each applicant gets more scrutiny, and we often move some “yes” candidates to “maybe”.
  7. We call each candidate for a phone interview.
    1. We’re always happy to call back at a time that suits you.
    2. Have a pen and paper handy.
    3. Be in a quiet place.
    4. If we leave a message, we’ll say it’s, but not that we are responding to your application for a job here.
    5. If you have not done your research on us, you’re going to come across poorly, and waste our time. Please just ask for time to review the site, and we’ll call back (though, this indicates you tend not to do research before presenting an important proposal (you) – we have to ask ourselves, if an applicant cannot present themselves properly, why would we assume they will present our business properly?).
    6. There may be just one or sometimes two people in the room (who will identify themselves!).
    7. We’ll run through our prepared questions, and our you-specific questions. Sometimes, we’ll go off on tangents. We like free-flowing conversation, so long as it’s relevant. Unfortunately, you’re one of maybe eight people we’re phone interviewing today.Towards the end, we’ll always ask the same set of questions:
      • What’s your availability for a face to face interview?
      • What’s your availability to start in the role?
      • What is your salary expectation?
      • What is your family and friends opinion of you working in the adult industry?
      • Do you have any questions for us?

      After the conversation, we’ll score you out of 5 again (against the requirements for the role), this time based on the phone conversation.

  8. Once we have called all the applicants, we review their scores. Some scores may be amended (once we have spoken to all suitable applicants, we may adjust our scoring scale). We decide which applicants we want to meet face to face for an interview. Usually, this is less than half of the people we do a phone interview with.
  9. We book successful applicants for a face-to-face interview. If the role involves working with content or our product in any way, we’ll provide a temporary access to the website (a username and password), by email. If there is a problem with your access, please let us know, so we can fix it. We do not want anything to limit your ability to impress the pants off us! Of course, we’ll work around your schedule when we set an interview time. We’re always able to interview in evenings, and we sometimes interview on weekends, if it suits you (Not being able to will not place you at a disadvantage).
  10. If you had only done light-weight research before you applied, now is the time to do more detailed research on us and the industry. Read the Preparing for your Interview section. Some applicants prepare a proposal for us – details on what they could do for us if they got the role. Nice!It’s a great idea to prepare a list of questions – we like questions.
  11. Please turn up on time for your interview. We don’t just mean “don’t be late” (of course, that’s never good, but stuff happens, give us a call and let us know! We can always re-schedule). We mean, please don’t come early. Coming early does not show you’re eager, it shows you don’t know how to tell time. We promise we will not start the interview without you. 5 minutes before is fine, 20 minutes is not.
  12. We have a dress code that is neat and casual – that’s what we wear day to day at work, as well. You’re welcome to wear a suit, but be aware we won’t be, and we don’t want you to feel uncomfortable. We have a office dog, Ellie (a Rhodesian Ridgeback). She sits in on most interviews (we take notes for her). There’s always some dog hairs around, so sorry in advance if they get on your suit.
  13. Our interviews are casual and relaxed. We try to make you relaxed too. They will often be funny, passionate, and involve vigorous debate (much like working here). Don’t be afraid to show us your passion! Don’t hesitate to illustrate a point on the whiteboard. We like to keep things free, loose, fun and easy. It’s important to us to get to know you as a person, just as much to find out if you can actually perform the duties of the role. We want to work with people we like.We also know that in many ways, you’re interviewing us as much as we’re interviewing you. We’ll never “put on airs” – we and do say what we mean. How we act in an interview, is how we act at work.At the interview, we’ll have a prepared agenda of things to discuss, similar to the process of the phone interview.Here are some common traps people often fall in to, that you’d best avoid.We know you’re nervous (though, we’re really not that scary). The first one is especially important:
    • Be concise. Don’t ramble. If we want more detail, we’ll ask.
    • Be careful to actually answer the question we ask. Don’t be wooly. If you need us to clarify, let us know.
    • Sit back and relax, don’t be too tense.

    We’ll give you a chance to ask questions (in fact, we really like doing this – “reverse interviewing” often leads to really interesting discussions helping both parties learn). Come prepared with a list of questions or discussion topics, ‘cos we will! It’s only fair.

  14. We’ll expect you to nominate a salary you feel is appropriate for yourself in the role.
  15. At the end of the interview, we’ll give you our business card and a copy of our “Employer of Choice” document, that has more info about us as a company (It’s a great booklet to show your partner and family, as an introduction to us and what we do. There’s no naked girly pictures in it).We’ll let you know when we will be making a decision by. We’ll try to hold to our commitment, but we may not be able to, as we’ll be working around other candidates as well as our internal business needs. Feel free to email your contact (email is preferred over calling, please), if you have not heard by the specified time.
  16. We will not be able to offer you the role on the spot, so don’t be disappointed if that does not happen. We need to face-to-face with all our interviewees, and then assess our notes before we can make an offer (and sometimes, we do second-round interviews).
  17. We may decide to interview more people from the “yes” pile, or even go back to the “maybe” pile, to get a better range.
  18. If you are called in for a second-round interview, there may be a practical component. This may be a written test, or on-location / with-equipment, or in front of a computer using the software, being assessed by one of our in-house staff. If you say you’re a 9/10 with PhotoShop, but then ask us where the “file” menu is, it’s not going to look good, so make sure your resume is honest!If you have not used the tools / software / equipment / whatever, on your trial day is not the place to learn. Rent or borrow the equipment, and refresh yourself. Second round pracs are brutal if you are not prepared.The second round interview will also discuss issues in more depth, and it’s also possible the second round int will be a full day, of you in the trenches, impressing us! These days will be structured, and we’ll work hard to set you up to succeed.
  19. After all this, we’ll let you know we need to speak to your referees.We’d always like to speak to your most recent employer, but we understand this is not always possible. We’ll let you know before we start calling references.For some roles, we require a police check to be completed.We will Google you. Let us know in advance if there’s anything we should be aware of. If we find anything of concern, we’ll bring it up with you.
  20. Once we have offered the role to someone, and they have accepted in writing, we notify the unsuccessful applicants by email, and ask them to subscribe to our jobs mailing list, so they are informed of other roles that come up.We encourage people to re-apply for roles. Just because you were not right this time, does not mean you may never be suitable. We’re not able to review all the applicants from previous positions (even if it’s the same position, because so many of the people will no longer be looking for work), so it IS worth applying again.

Next: Why we reject applications.

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