How transparent is your recruitment and selection process?

At Procore, we believe in a fair, transparent, and candidate-focused recruitment process. Our commitment to transparency is reflected at every stage of hiring:

1.We keep candidates informed about their application status, interview stages, and next steps, ensuring they always know where they stand.

2. All candidates are assessed using predefined criteria tailored to each role, ensuring a fair and unbiased selection process.

3. Whenever possible or requested by candidate, we provide feedback to candidates who have participated in interviews, helping them understand their strengths and areas for improvement.

4. We work closely with our hiring managers to align on job expectations, skills, and qualifications, ensuring we select the best talent.

5. From application to onboarding, we prioritize a positive and respectful experience for every candidate, making them feel valued.

Join Procore, where transparency is at the heart of our hiring process.
Thank you.

Thank you for your response. I truly appreciate the fair, transparent, and candidate-centered recruitment strategy your organization has outlined. It's encouraging to see such thoughtful principles being embraced, and I believe this should indeed be the standard across the industry.

That said, the challenge often lies not in defining best practices, but in translating them into consistent and meaningful implementation. One valuable way to bridge this gap could be through systematically gathering feedback from candidates who have gone through your recruitment process. Their experiences can offer real insights into how closely the stated values align with the actual process.

I wanted to share a personal experience in this regard. I recently applied for a role with your team, and based on the criteria in the job posting, I felt confident about my fit. With over six years of leadership experience at Meta and TikTok, along with a strong track record of building and leading high-performing teams, I met, and in some areas, exceeded  the stated requirements. However, I received a generic rejection email that left me with the impression that my application may not have been reviewed in detail.

I understand that there are often additional, internal criteria used to select candidates, which may not be disclosed in the job description , possibly due to legal constraints. However, a lack of transparency around these additional expectations can unintentionally undermine the very principles of fairness and openness that your strategy promotes. Wouldn't being more upfront about the full scope of the role requirements help ensure better alignment between your intentions and outcomes?

Please know this is not a complaint, but rather constructive feedback offered with the hope of helping you and your team close the gap between policy and practice. Most importantly, I hope it helps ensure that highly qualified candidates aren't overlooked due to opaque or inadvertently biased screening practices.

Thank you again for your time and for fostering this dialogue.

Kind Regards

Zino Okoro