OECD reckon universal basic income wouldn’t reduce poverty rates. Pretty bleak!
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Hey Colin, sorry to pick this up late!
At the moment we’re aiming for <7 days to review applications, and after an interview or test it should be no more than a couple of days.
Occasionally it takes a little longer than this, because as much as possible decisions are made by someone within the team or specialism for the role - when hiring isn’t the sole focus of the person making the decision we try to batch things but still aim for speedy communication.
And for on-site final round interviews we’ll meet a few candidates to calibrate amongst ourselves before making any firm decisions, though again we’ll update on our timeline so you know what to expect.
Everyone gets at least an email with our decision as waiting in the dark is a pretty terrible experience! When you apply you’ll get an automated email from one of the team so you have at least one real human you can contact with any questions 
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Well it sounds like we’ll get to see whether it works when Zuckerberg’s president 
Is that absolute poverty or relative poverty? Obviously a UBI wouldn’t particularly reduce relative poverty as it’s universal and not means tested.
Mainly because the amount was astronomically high and therefore extortionate to fund. They’d be much better off at implementing a Negative Income Tax which would work much the same as UBI but use existing systems to means-test and therefore target the money where it’s needed.
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Ill just say that I applied for a job at Monzo, I applied for a customer service role.
I can confirm that Maria is right. I got an automated email saying they have received my email. And then another email about 6 days later saying I had been unsuccessful. All in all Id say thats pretty good going. Can’t fault them really.
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Applied to be a Customer Operations person at your fabulous company about a week ago!
Was curious at when you think you’ll get back to me about this application?
Thanks!
Darren
Hey Darren, I’ve moved your post here as that topic is for new Monzo team members to introduce themselves in & similar questions have been answered earlier in the topic, I hope that helps while you’re waiting for a response 
I’ll mention @Bethtoms as you asked her the question & I might have broken the link between your post & hers.
Ahhh Ok dokey! Apologies. Cheers!
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Hey Darren! Our average response time at CV stage is around 7 days, though we aim to get back to everyone within 2 weeks.
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Woo! Excited to hear back!
Thank you for the speedy reply 
Monzo gave a talk at an event recently & one of their slides included revealed their hiring funnel for Backend Engineers -
@billinghamj did the maths (which I’ve double checked 
) & that means that once applicants get through to the initial phone call stage (we’re ignoring the application reviews because so many application’s aren’t good), they have a 5% chance of getting hired. So anyone who does get the job is in good company 
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Interestingly though, when including the initial review, the overall rate is 1.98% - not far off the initial 1% suggested.
Also notably - this is only for backend engineer hiring. Other positions are likely to be extremely different. For example, I would expect the overall hiring rate for customer support to be more like 0.1-0.5% - because you really do receive so much spam when it comes to applications.
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The around 1% figure was actually from one of tom’s interviews. I don’t remember which one but he said it! And if you strip out the positive discrimination for women and minorities it’s a tough tough ask and verging on wasting your time. But it does show what a high calibre workforce they have!
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Monzo don’t do that -
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Actually they kinda do… one of the points raised in Jonas’ talk was that their interviewing scorecard includes this.
The question is essentially: to what degree will this candidate bring a new perspective to the team? That isn’t limited to gender/race/etc. though. It also positively discriminates for people with kids, people with different backgrounds, people of different ages, people with a mortgage etc.
Personally I don’t think this is necessarily that fair, but I can see and understand the reasoning.
One other point raised was that it’s easy to end up with a bit of an echochamber, especially around political opinion. I strongly doubt Monzo would give someone a high rating on widening perspective for someone pretty right-wing for example.
Having gone to a number of events recently where this was a big focus, I really think the only fair way to encourage widening diversity is to advertise the job with specific communities that primarily consist of underrepresented people. My company’s current stance is that it’s entirely unacceptable to apply bias in either direction.
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Hi Monzo. What processes do you have to stop not intentional discrimination but so called inherant bias, e.g. younger employees subconciously (rather than conciously) selecting younger applicants instead of older ones
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I think you’re missing the point - if you already have people from minorities in the team, then someone who’s not from a minority would add a new perspective too.
And needless to say, you don’t have to be different, based on any of those characteristics, in order to add a new perspective & having any of those characteristics doesn’t necessarily give you a different perspective that you can apply to a particular role.
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I do fully understand the point. Am just providing the information from the talk as it was explained.
My view on the issue is that it is not fair to discriminate on attributes which do not objectively impact their ability to contribute to the team. I think it’s reasonable to encourage applicants from areas where you’re lacking, but not to bias the selection process.
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This is how I feel ^. I don’t have an issue with them encouraging more women or ethnic minorities or people over 60 etc to apply but if that eventually leads down the line to hiring a candidate just because you want more people from that group, then that’s wrong. Luckily it seems Monzo is doing the former, encouraging more people from those groups to apply without skewing the selection process to much
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