Stok strives to create a diverse, transparent, innovative, and collaborative culture where each Team Member can enjoy autonomy, mastery, and purpose. Our founders set out to evolve beyond the traditional hierarchical organizational model and as a result there are many ways that life at Stok is different from other companies in our industry. Here are some of the most common questions we hear from prospective Team Members who are interested in careers at Stok.
WHAT IS SELF-MANAGEMENT?
Self-Management is the movement away from hierarchy to self-organized Teams of peers who do not have managers or bosses. It’s not anarchy – it simply means that decisions are made by individual Role players, Teams, or Pods rather than bosses. This maximizes our ability to design creative solutions to problems and empowers each Team Member to contribute new ideas and solutions regardless of tenure or title.
Read more about the principles behind Stok’s unique Organizational Biomimicry approach on our blog.
HOW DOES RECRUITMENT WORK AT STOK?
At Stok, we seek culture add, not “culture fit”. Our recruitment and interview processes are designed to provide an equitable and fair way to both evaluate prospective Team Members for open Roles and allow candidates to understand the opportunities at Stok. The candidate experience follows something like this:
- Apply online for an open Role at Stok (or tell us your Dream Role)
- Hold a phone interview with Stok People Operations to learn about Stok’s culture and share about your qualifications and experience
- There will typically be two sets of virtual panel interviews where Hiring Teams will ask a variety of technical, client management, and project management questions. There may be a take home assignment or whiteboarding activity between these stages.
- If successful, a preliminary offer will be given to you with a request for references
- Once references have been contacted, you can expect an Offer Letter from Stok People Operations (yay!)
The process and participants vary by Role. In the initial phone interview, Stok People Operations will set clear expectations for the process including the schedule and the Stok Team Members who will participate in interviews. Our hiring process typically takes 1-8 weeks depending on the Role.
DOES STOK SUPPORT HYBRID OR REMOTE WORK?
We believe that creating a radically better world for all starts with inspiration, which doesn’t always come from within office walls or during a typical 9-to-5. As companies continue to adjust to working through a pandemic, Stok has expanded on its flexible work schedules for our team members in alignment with our core value of autonomy.
This year, we introduced a “Work from Wherever” policy that provides team members flexibility in where they work around the globe, regardless of time zone. While we’ve reopened our offices for collaboration, Team Members have the opportunity to continue exploring and drawing inspiration from whatever corners of the world they’re drawn to while doing work that generates positive impact.
Read more about how Stok is supporting our modern workforce on our blog.
HOW DOES STOK SUPPORT TEAM MEMBERS WITH ONGOING LEARNING AND PROFESSIONAL DEVELOPMENT?
Stok’s Learning & Development Program is designed to support Team Members in their personal and professional career growth. Specifically, it is structured to provide the acquisition of knowledge, skills, and attributes Stok has identified for each Job Role trajectory. With our benefits package, Stok provides all Team Members with 24 hours of Learning & Development time annually, as well as access to LinkedIn Learning course catalogs that are curated for specific Roles and growth trajectories. Each Team Member develops an Individual Learning Plan that allows them to take ownership of their learning goals, provide a structure for mastery of their craft, and plan out Learning & Development hours for the year.
WHAT COMMITMENTS HAS STOK MADE TO EQUITY, DIVERSITY, AND INCLUSION IN THE WORKPLACE?
Stok was founded with equity at our core, and we have structured initiatives to create the equitable impact we seek. Through our Inclusion, Diversity, Equity, and Accountability (IDEA) Task Force, we’ve launched a quarterly Education and Action series where we bring in guest speakers who share how things like gender, race, and socio-economic status impact the built environment and the communities we represent. Our IDEA Task Force shares resources on an ongoing basis to encourage Team Members to continue their (un)learning journey and to turn education into action in support of organizations and policies helping these social causes. In addition, Stok launched a Donation Matching Program that matches Team Member donations to eligible organizations as well as provides all Team Members with an annual donation starter to kick-start their investment in impactful non-profit organizations.