We believe in the three C’s, Culture, Competency and Commitment.  This mantra has helped us to hire the right folks, and build a strong, connected team.

 

Here what we look for when meeting potential candidates.

Leadership: we look to see how you have handled different situations in order to create and grow a team.  You can tell us about a time when you were in a leadership role, or when you helped your team to victory even if you weren’t the official leader. Leadership can take many forms, and we just want to know about yours.

Knowledge: we look for people who have a mix of skills and experience, not just one niche of knowledge. We have also found that a varied background sets our people up for success. Whether you are manning the front desk, managing client accounts or writing custom code, we will want to see your expertise in action and hear about your history and passions.

Creativity: We have a very educated and credentialed team, but we’re not only interested in the degrees and scores.  We want to get inside your head a little (with you as the guide of course) and witness how you think. It’s probable that you’ll be asked some role-specific questions that illuminate how you think and problem-solve. So show us your stuff, and don’t get tangled up in what the “right” response is.

Helpfulness: It might sound cliche, be we are a team here and the strength of our team rests on each member’s willingness to pitch in and provide help when asked. It doesn’t have to be time-consuming or complicated, maybe you just provide a new way of looking at a question, or a quick example of how you used a technique to solve a problem. So we will be looking for examples of your pitch-in nature in the past.

Sense of humor: We have a lot of fun here at Crestwood. Coworkers are always quick with a smile and we share jokes and stories all the time. We poke fun at eccentricities (in a sensitive, nonjudgemental way). Basically, we have a blast.  It is important for us to hire those who recognize the value of humor in everyday interactions. When work gets tough, as it can sometimes, being able to laugh with those in the trenches with you can be what gets you through.

How We Choose:

As a growing firm, we’ve learned that multiple points of candidate contact make for solid hiring decisions. Of course, you’ll talk with leadership and department director, but you’ll also interact with staff from other departments during your interview process.  This experience allows us to see your collaboration and communication skills in action.

We also involve a team of decision-makers to help us with the final evaluation of candidates. This ensures that we stay true to our standards, and always hire what’s right for Crestwood in the long-term. The process might take a little longer, but it is worth it in our opinion.