Interviewing at Hopper
Here at Hopper we want to be transparent about our interviewing process so we can keep your experience as smooth as possible and set you up for success.
WHAT WE ARE LOOKING FOR
Candidate qualities
We don’t only hire perfect candidates. We’re willing to take a chance on those with potential. We intentionally devalue experience and degrees in favor of a person’s ability to build and do meaningful things for Hopper’s customers.
Competency
We’re looking for demonstrated competency from candidates in their respective fields. This isn’t just past experience, but actual skills that are applicable to the work at hand.
First-principle thinking
We want people that have the ability to simplify a complex problem and then use those insights to innovate in unexpected and creative ways.
Culture fit
We value diversity of thought and don’t only hire people who are similar to ourselves. Anyone who is smart and enthusiastic about making Hopper the best place to book travel is a fit for our culture.
HOW IT WORKS
Interview guide
A step-by-step guide to help you ace your interview at Hopper
Intro call
A short call to have a high-level conversation about the role, its requirements and the candidate's experience. This is a great time for candidates to ask questions about the role to see if it is something they are passionate about!
Competency screening
This step is most common for our engineering and designer roles, but can be found in other roles as well. We strive to ensure that our competency screenings align with the individual role very closely, if the candidate does not enjoy the assignment we recommend opting out of the process. Examples of screenings can be HackerRank tests, TripleByte screening quizzes, and technical screens with an interviewer.
We understand that technical screening is an investment of time and effort for our candidates so we offer a $100 Hopper voucher (for discounts on travel & accommodations) to candidates who complete this step!
The interview loop
A full interview loop typically has 3-5 interviewers that meet with the candidate for up to an hour each. The goal of the loop is to gather further details about the candidate's competencies, first-principle thinking, and culture fit. The loop process is typically completed within 10 days of its start. While it requires a great deal of time, it has been extremely effective to determine if we are a mutual fit!
The bar raiser
This is the final step in the process where candidates meet with a higher-level employee, who has passed Hopper’s internal Bar Raiser program. This step is a great opportunity for candidates to ask any remaining questions, especially about Hopper’s culture and business outlook as the Bar Raiser is a business leader. The intention of this step is to determine if the candidate will help Hopper “raise the bar” and hire the best talent out there.
TRUST THE PROCESS
Our goal
It is a thorough process, but it works. At a glance, our success rates for interviews are approximately 3% from the intro call to hired and 20% from the loop to hired. Our goal is to provide candidates with as much information as possible regarding the interview process to ensure that there are no surprises. If you are currently interviewing and have any questions about this process please reach out to the recruiter or hiring manager!
Applying for a technical position? We have some special info for you.
Please be aware that employment scams are on the rise. All of our current job listings are listed on our Careers page and our team will always reach out via an email that ends in @hopper.com.
We're hiring
We intentionally designed our culture to give leaders ownership and autonomy, empowering them to make decisions based on a set of guiding principles and tenets to achieve maximum impact for the customer. Sounds like a fit? Check out our open roles!