Interviewing at TA

We follow all local and CDC guidelines in regards to team safety related to COVID-19.

How has your business been affected?

Apart from implementing additional in-office safety protocol and transitioning the majority of our team to work virtually – it hasn’t! We’ve been extremely fortunate to have experienced very little impact due to COVID-19. In 2020, we grew our team over 200%. We are still intentionally growing and continue to look for top talent.

How has your hiring process changed?

To ensure the safety of all parties we have adapted our hiring to be remote-first. Most roles can expect to connect with us entirely through Zoom or Google Meets throughout the duration of the interviewing process. If doing a virtual interview with us, please be sure to confirm you have a reliable internet connection for video calls, and that your audio/visual are set up in advance.

Do you hire remote workers?

We do! Our job descriptions will specify if the role is able to be performed remotely, but if you have any additional questions please feel free to contact us at careers@technologyadvice.

Whether you will work remotely all the time, sometimes, or never, we want to ensure you have the tools you need to be successful. We will ship all technology and equipment that you need to do your job.

We also want to ensure that you are fully integrated into the culture and company, so you will have the opportunity to participate in virtual outings. If there is ever a chance for you to come down and visit one of our locations in Nashville, TN or Louisville, KY, there will be catered lunch and a desk space waiting for you!

New hires located within 50 miles of an office are requested to work from the office for their first week. We offer a Hybrid Work Policy for most positions – allowing our team the choice to work 100% in office, 100% remote, or a blend of the two.

Our ‘what’ can be broken down into two focuses.

• We help people who are in need of new or optimized tech (primarily software) for their business get unbiased advice and data that helps them make a sound purchasing decision.
• We help technology companies find and get in front of their ideal customers, easing their burden of prospecting blindly. We shorten the sales cycle by doing the initial vetting and qualifying of a prospect.

We’re so excited you’re interested in working with us! After applying, you will receive a confirmation email from our applicant tracking system confirming your application has been received. We review every application that we receive, but unfortunately are unable to respond to every applicant directly. We will reach out to qualified candidates with an update on the next step within 5 – 7 days. Typically, a member of our HR team will conduct a phone interview with qualified candidates.

Below is an overview of our standard hiring process:

• Resume Review
• Phone Interview
• Skills Assessment
• Hiring Manager Interview
• Test Drive

Certain steps in the hiring process may be adjusted depending on the position or hiring manager.

What is a Test Drive?

Just like you wouldn’t buy a car without test driving it first, we want all candidates and future employees to have the opportunity to test their potential new role and company! You’ll get a taste of a typical day and meet some of the team members you could work alongside!

Congrats on making it to the next stage! We’re pretty casual around here most days, but also believe in making a good first impression. No need to dress up (unless that’s what you’re most comfortable in). Anything on the side of business casual should be fine. Our unofficial dress code is “wear whatever makes you comfortable that doesn’t make others uncomfortable.”

We’re so glad you asked! TechnologyAdvice launched its Diversity, Equity and Inclusion committee in 2019 and regularly holds events, training, and listening sessions to support our team and to ensure we offer an inclusive workplace for all. DE&I is an ongoing and continuous effort. We’re committed to growing, learning, and bettering ourselves, our communities, and our future.

We’re so glad you’d like to recommend someone to work with us. We offer up to $5,000 for an eligible referral who is hired and completes 90 days of working with us. Standard qualified referrals can earn $2,500. For roles that are a Senior Director, Head of a Department, Vice President, Senior Vice President, or Executive level you could be eligible for $5,000! Please make note of our additional requirements below.

To be eligible for a referral bonus, the candidate you refer cannot previously exist in our ATS or have been previously reached out to by our HR team. Internal team members must submit their referral in our ATS.

If I am not a current TechnologyAdvice employee, can I still be eligible for a referral bonus?

Yes! To be eligible they must meet the above criteria.

Additionally, you must either a) email careers@technologyadvice.com with your referral prior to the candidate applying, and/or b) the candidate MUST list your name in the “Did someone specifically refer you to apply?” section of the application. Only one referral bonus will be paid for each successful new hire, be sure they name you!

That’s great! Make sure that you list their name in the “Did someone specifically refer you to apply?” section of the application. Please only list one name. We may contact them for any further insight they may be able to provide.

We understand that waiting for the right role is really important. One way to stay up to date on open roles is our community news letter! We will highlight open jobs, provide company updates, and even offer interviewing/career tips!

You can also fill out our general application to tell us a bit more about yourself and what you’re looking for in a position. We’re a fast growing company and we are always looking for talented folks to join and have hired a number of individuals through our general application.

We’ll reach out if we have a role that’s a fit for you now or in the future.

It varies based on the position, but on average it takes around 2-3 weeks from when you apply to when an offer goes out. Our priority is always on fit rather than timeline. We want to ensure that not only is a candidate a fit for us, but we’re a fit for the candidate.