The details on Amwell
Yeah, so Amwell was founded in 2006 will transform the way that we deliver health care. We've since then we've built a comprehensive digital care strategy that's bringing together virtual care in person care and automated care, we have got 1100 employees, right now, still growing. And you know, we're mission driven organization. So, you know, people work here because they believe in what we're doing and the impact that it can make across the healthcare space.
What they look for in a candidate
So in an ideal candidate for us, you know, it is tough to pull off a resume, but we're really looking for individuals who embody our company values, which are one team deliver awesome, and customer first, what that means is somebody who really believes success comes at a team level through collaboration, they're personally motivated, they want to make an impact and take a proactive approach to continuous improvement. Also we look for somebody that has empathy and adaptable, across all that, I think what really matters most to somebody who is passionate about digital health care, they have an interest in working with an organization that is making an impact on people's lives, and want to be part of something special.
Amwell's interview process
When most important things for us when it comes to interview process is efficiency. And, you know, keeping things streamlined. So, end to end for us is about two to three weeks, it starts with connecting with somebody on the talent acquisition team diving a little bit deeper beyond their resume getting understanding for not only their experience, but you know, what are they looking for? For us, it's just really about what is this person looking for in their next role, and can we provide that and seeing if we can do that liaison between what the company is looking for as well as the individual. From that point, we connect with a hiring manager to dive a little bit deeper into the day to day get down into more specifics of somebody's experience. And then from there, we set up a team interview, which can be peers, but also, we like to drive a cross functional interview effort where you're not only working with somebody on your direct team, but also with another department or individual in another department that you might be working with, on a day to week basis, brings different insight perspective to the interview process itself. The final step for us would be a interview with our senior leadership on our team.
How to stand out
So to send out our process, that is it comes into fold. So before even having that first conversation is larger in your network, just connecting, you know, finding out there's people that you've worked with in the past, or currently within our organization, we have a great referral program set up here internally, and you know, that can always give a step up to okay, at least prior to that first conversation, once engaged in conversation and through interview process. Most of us passionate again, has you know, kind of done their homework and has a good general understanding of what animals doing, can find some connections to that in their personal and you know, career goals. Work for somebody who, you know, thoroughly prepared. So they have done some research on Google was speaking, they display enthusiasm. And one thing I will say is it very important here is ask questions for each stage of the process, you should have. So a few questions to get better insight beyond just, you know, what you've learned in, you know, in that conversation itself. So towards the end, one thing that I always say to candidates here is it's not just about us interviewing you, it's about you interviewing us, that's what makes a good long term fit, employee here.
Why they should be on your radar
Being able to be on somebody's radar, because we're in a really interesting point, as an organization, we've grown pretty significantly over the past three years, the pandemic that everyone went through, really brought telehealth to the forefront. And we saw a significant increase in usage and adoption of our platform. Through all that we also went through a replatforming of our technology, or technology for us organization, and we want to make sure we stay on the cutting edge. So we have the foundations in place right now to continue to expand our footprint within digital care. We're also a mission driven organization. So in technology that truly makes a difference in people's lives. And at the core of all that, I think is our culture, you know, not only are we virtual first environment where we're able to have employees across the US, but you know, when we made that decision two years ago to go virtual first, we really put a commitment behind the resources and the training for our team to lead the organization lead their groups, virtually. And the highlight of that was always the work life balance the you know, understanding the workload of their employees, you know, respecting the timeline of work throughout the day, whether it be you know, we really put trust in our employees to manage their own day. So there could be times where somebody's working later at night with not within typical work hours. And, you know, maybe it makes sense to put it to Late on an email So little things like that I've really made this a flexible work environment an opportunity for somebody to manage their own day and time
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