"You want everyone in your organization, especially in the startup," she said, "to always be thinking about how the whole organization can get better alongside their own." Peek wants to see initiative Reference checks also serve this function, as a way to check the candidate's track record. Peek wants to see that the candidate has self-awareness, can identify gaps in their skills, and is comfortable with accepting moments when they failed.īeing open and honest is important for demonstrating a candidate's coachability, Bashir said. "That's a really important characteristic and part of our culture."īashir also said candidates shouldn't shy away from weaknesses. "One thing that we really think matters is having a track record of solving problems, having a track record of innovative thinking," Bashir said. This gives the company insight into the way a candidate approaches problems, and whether they would work well in Peek's collaborative environment. When presenting to Peek staff, Bashir advises candidates to start with the problem they had, and then communicate the solution in a compelling and concise way. Bashir advised bringing examples of past cases of problem-solving to the interview. That's where the candidate can learn more about the role, and ask early questions to people on the team they would be working with.Ĭandidates are tasked with an assignment or presentation where they can demonstrate the way they think. "Typically, we'll have an early conversation that might happen with someone in our recruiting team," Bashir said. But the arc of the process, Bashir said, is an interview, a presentation, and reference checking.
Bring examples and be self-awareīecause Peek is hiring for a variety of roles, the interview process doesn't look exactly the same for everyone. Here's what Peek's hiring process looks like, according to Bashir, and what makes for a successful applicant. In the last few months, especially, the company's started hiring across multiple teams, including product and engineering, marketing operations and sales, and even executive team members, such as a chief people officer. "One of the things we realized is, in this age where many of us are going remote," Bashir said, "there was a big opportunity to still need personal relationships and to connect."Ī hiring push is following: Bashir said the 200-person company is receiving 10,000 job applications a month to fill 300 new roles. And according to Bashir, customers have booked nearly $2 billion worth of experiences through Peek since the platform's launch.
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In November, the startup closed an $80 million Series C round backed by WestCap and Goldman Sachs. But as travel businesses continue innovating to stay relevant, companies like Peek are seeing business boom. In the early part of the pandemic, Bashir said Peek's bookings went to zero at one point. Companies like Spotify and Google have also used Peek to book corporate bonding experiences, said Bashir, Peek's CEO.Īmong the industries hit hardest by the pandemic, the travel industry is bouncing back, and people are rethinking how they want to travel. In 2012, along with her cofounder Oskar Bruening, Bashir launched Peek, an online platform where businesses can sell experiences, such as cooking classes or ziplining, to travelers or staycationers.
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But it was hard to figure out what to do and how to book it - so she built the solution instead. Ruzwana Bashir was always the friend in her group that organized everything.
Candidates should keep receipts of their problem solving skills and think optimistically.As the company grows, CEO Ruzwana Bashir said it's receiving up to 10,000 job applications a month.Peek is an online platform where businesses can sell experiences to everyday travelers.
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