Interviews

Your candidate is requested to interview! Now what?

Check out our interview request/intro guidelines and workflow below!

Woohoo your candidate has been selected for an interview!

The Talent Coordinator team will contact you to request an introduction and your candidate's availability for the next 5 to 6 days. This communication will include the hiring manager's name, the interview type (virtual or onsite), the interview location if applicable, and the names of the panel interviewers if relevant. When the Talent Coordinator receives your candidates availability, they will align this with the interviewer's schedule and send a calendar invite. Once the interviewer accepts the invite, the Talent Coordinator will send a confirmation email to you and your candidate.

Below is an example of an introductory email. In the subject, please include the purpose of the email i.e. "Netflix Intro", name of the candidate, title of the role, and req #.

Hello Franklin,

I am introducing you to the Contingent Talent team at Netflix who will be coordinating the interview with you and the manager directly.

Hiring Manager: Lady Gaga

Interview Type: Lady Gaga - 30 minute virtual manager screen

Interview Location (if in person): N/A

Panel: N/A

Isabel's Availability:

Tues - 10/01 - 12:00pm - 5:00pm EDT
Wed - 10/02 - 9:00am - 5:00pm EDT
Thurs - 10/03 - 1:00pm - 5:00pm EDT
Fri - 10/04 - 9:00am - 5:00pm EDT
Mon - 10/07 - 9:00am - 5:00pm EDT

Agency Contact Email: tina@staffingagency.com

Notes:

Do any accommodations need to be made: N/A
Any additional context we should be aware of: N/A

We will circle back with you on next steps thereafter.

Accommodations

When we inquire about necessary accommodations, we are seeking to understand if your candidate needs any adjustments to the interview format. For instance, candidates who stutter might benefit from an extended interview duration—perhaps 50 minutes instead of the usual 30—to ensure they have ample time to respond thoroughly to each question. Other accommodations could involve inviting an interpreter to the interview, turning off the camera, or switching from a scheduled phone interview to a video conference with the camera on to facilitate lip reading.

Inclusion is a Netflix value. It is important to us that we host a meaningful experience. Should your candidate need interview accommodations/adjustments, please provide it in the "notes" section of your introductory email (see above highlighted in yellow) and your Talent Coordinator will work with you to make the accommodations/adjustments as needed in preparation for your candidate's interview.

For more information and resources, please visit Global Accessibility.

Virtual interview Tips for candidates

Our Talent team has put together a Virtual Meetings site to help prepare candidates for their virtual interviews. This site includes some virtual meeting best practices, collaboration tools and will help candidates to earn more about our culture through our We Are Netflix channels.

Rescheduling:

If your candidate needs to reschedule their interview, the supplier or the candidate must email the Talent Coordinator who scheduled the interview and the Contingent Talent Partner in charge of that req. The TC will reschedule as needed and we will let the manager know.
If the interviewer does not show up after 5 minutes, the candidate should reply to the confirmation email from the TC which includes their Supplier and CT Partner on the email to inform us so we can either nudge the interviewer to hop on, or reschedule.

FAQs.pdf

Virtual Meetings _ Pre_Post Checklist.pdf

NeTflix Culture

We ask that our Suppliers screen for culture fit during your initial call with the candidate before they are submitted in Beeline.

We have an amazing and unusual employee culture. Like all great companies, we strive to hire the best and we value integrity, excellence, respect, inclusion, and collaboration. What is special about Netflix, though, is how much we:

The Dream Team: We aim only to have high performers at Netflix — people who are great at what they do, and even better at working together.
People over Process: You get better outcomes when employees have the information and freedom to make decisions for themselves. We hire unusually responsible people who thrive on this openness and freedom.
Uncomfortably Exciting: To entertain the world, we need to be bold and ambitious. That means embracing the thrill of what’s next — even when it’s uncomfortable.
Great and Always Better: We often say Netflix sucks today compared to where we can be tomorrow. We need the self-awareness to understand what should be better, and the discipline and resilience to get there.

We strongly encourage candidates to review our culture memo prior to any interviews. They will be asked about what they like/dislike, and we welcome any feedback on it! The more closely they align with our values, the more successful they will be during their interview and during their assignment if hired.

Interview Feedback

Once the interview has been completed, the CT Partner will share the feedback from the interview team with you as well as next steps.

FAQs:

What if a manager does not provide feedback after a candidate interview, and we just receive a rejection notification?

We will provide any feedback we receive in the rejection notification. Please refer to that rejection for feedback.

Can we follow up with the MSP/CT Partner to request feedback?

Yes, please contact the appropriate MSP/CT Partner for any interview feedback or for updates on a specific requisition.

Can candidates interview for more than 1 req at once?

It is okay for a candidate to interview for more than one req at a time, as long as both hiring managers are aware that they are being considered for another opportunity. Please be sure that your CT Partner/MSP is aware that they are being considered for another role so we can flag.

Page updated

Report abuse