How we hire at Miter: A candidate's guide to our process

Let’s be honest. Most hiring processes are not great. You spend hours tailoring your resume, craft a thoughtful cover letter, hit submit, and then… nothing. Or worse, you make it through a few rounds, invest real time and energy, and get ghosted – or if you’re lucky, receive a generic rejection email that clearly no human wrote.

We’ve been on both sides of that experience, and we refuse to replicate it.

When we built Miter’s hiring process, we started with a simple question: what would it feel like to go through this as a candidate? From there, we built something we’re genuinely proud of. Here’s what it looks like from the inside.

Every application gets a real look

This might sound like something every company says. We mean it.

Our recruiting team personally reviews every single application that comes in.  Not a bot. A human being reads what you submitted and makes a considered decision. We’ll get back to you within a few business days, and if it’s not the right fit, we’ll tell you that too. You will never be left wondering.

When you apply, give us something to work with. Tell us what you’ve built, what you’ve learned, and where you’re headed. The candidates who stand out aren’t necessarily the ones with the longest resumes. They’re the ones who help us understand what they actually bring to the table.

A note on our values

You won’t find a dedicated “values interview” in our process. We made that choice deliberately. Instead of isolating culture fit into a single conversation, we evaluate for our values throughout every stage. That means the qualities we care most about, things like giving a damn, winning as a team, and starting with the customer, show up naturally in how we ask questions, how we listen, and what we pay attention to across the whole process.

So do yourself a favor: get familiar with our values before you apply. Not to rehearse them, but because they genuinely reflect how we work, and understanding them will help you show us who you really are.

A process built around you, not around us

Most interview processes are designed for the company’s convenience. Ours is designed to give you the clearest possible picture of what it’s actually like to work here, while giving us the same clarity about you. That only works if both sides are invested in the conversation.

We run almost everything over Google Meet and we set a goal of wrapping the full process in 30 days or less. Because nobody should have to put their life on hold waiting to hear back. 

Here’s how it unfolds:

Step 1: The recruiter screen

Your recruiter reaches out first, and this call sets the tone for everything that follows. It’s a genuine conversation about your background, what you’re looking for, and what drew you to Miter. No trick questions. No gotchas. Just two people figuring out if there’s something worth exploring further.

In some cases, you may have the option to complete an AI-powered screen first. We offer this as a convenience, not a replacement for human connection. It gives you flexibility to engage on your own schedule, and it helps us ensure every candidate is evaluated consistently and without bias right from the start. Even if you choose this first step, a real conversation with a real person always follows.

Your recruiter will walk you through exactly what’s ahead so you’re never guessing about next steps. They’re in your corner from day one, and we mean that genuinely. Your recruiter isn’t just a scheduler. They’re your champion throughout this entire process. They’ll prep you, advocate for you, and make sure you have everything you need to put your best foot forward. Lean on them.

Step 2: The hiring manager interview

This is where things go deeper. You’ll meet the person who leads the team you’d be joining, and the conversation shifts to the real stuff: how you think, how you work, what you’ve navigated, and what success actually looks like in this role.

Come ready with real stories. We ask evidence-based questions because we want to understand how you’ve operated in practice, not in theory. The STAR method (Situation, Task, Action, Result) is genuinely useful here. Be specific, be honest, and don’t undersell your own contributions.

We’ll also make sure there’s dedicated time built in for your questions. This isn’t an afterthought at the end of the call if time allows. It’s a real part of every interview. We want you walking away with a clearer picture of us too.

After this interview, you will receive feedback. In writing, every time, no exceptions. If you’d prefer to talk through it live with your recruiter, that option is always on the table. We think feedback is a basic act of respect, and we won’t skip it.

Step 3: The project or technical screen

Depending on the role, you’ll either work through a take-home exercise or a live technical screen. This gives you a realistic look at the kind of thinking this work requires, and gives us a real signal beyond what a conversation alone can tell us. We don’t just care about getting you on the team. We want you to be successful in the role for years to come. Our best way to ensure that is to give you the opportunity to do a sample of work; to make sure that you like it and are prepared to actually take on the role.

We try to make these exercises representative of actual work, not abstract puzzles. If something feels unclear, ask your recruiter before you dive in. We really want to understand how you’d operate in the role and on our team, so ask questions if there’s info you need to do the task to the best of your ability.

Live prep before the later stages

Before your presentation interview and any stage that follows, your recruiter will set aside dedicated time to prepare with you live. Not a quick email with tips. An actual conversation where you can ask questions, talk through what to expect, and show up feeling ready. We do this because we want to see your best, and that means giving you a real runway to get there.

Step 4: One-on-ones with the team

Before any offer is made, you’ll spend time with the people you’d actually be sitting next to day to day. These conversations are intentionally open. Ask us questions! This is your chance to pressure-test the culture, get honest answers, and decide if the energy feels right to you. We build in time for this on purpose, because your ability to vet us matters just as much as our ability to evaluate your fit.

Step 5: The executive conversation

Every candidate who reaches this stage meets with one of our executives. We don’t treat this as a formality. It’s a real conversation, and it matters to us that every person who considers joining Miter gets that level of attention and access.

The offer, and what comes after

Getting to an offer is a big moment, and we want what comes next to feel as good as the process that led there.

When we extend an offer, we want you to feel genuinely confident about saying yes. That means giving you the time and space to ask every question you have, connecting you with more people across the team, and if you’re able to make it happen, inviting you to come visit one of our offices. There’s something a video call can’t replicate, and we want you walking in on day one feeling like you already belong.

We know that accepting a new role is a major decision. We don’t take it lightly, and we don’t expect you to either.

Our promise to you

We know that job searching can be exhausting and, at times, demoralizing. So here’s what we commit to, every single time:

Your recruiter will champion you. From your first conversation to your last, they are in your corner, preparing you, advocating for you, and making sure you always know where you stand. 

You will always receive feedback. From the Hiring Manager interview onward, you’ll get substantive, written feedback after every stage. Because you’ve invested your time in us, and you deserve to know what we think.

You will always know what’s next. Even when there’s nothing new to share, we’ll tell you that. No silence. No ambiguity. Our general guideline is to have an update, or a “no update, update” for you within two business days. You will never have to chase us. You’ll know exactly where you are in the process at all times.

That’s the standard we hold ourselves to. We look forward to meeting you!