A lot of companies have some sort of “competency” or “ cultural fit” interview. We don’t think either of these are the best way of finding great people and so we’ve designed our own “values” interview that is the final stage interview for anyone joining Lindus Health.

Why do we do this and what does it involve? Read on to find out…

Purpose of the Values Interview

“People, ideas, machines - in that order!” - John Boyd

At Lindus Health our mission is to transformationally change the way clinical trials are run, to power biology’s century. It’s not a small objective! We believe that the most essential ingredient to achieving this is having a team of amazing people.

To find amazing people we don’t think that it’s enough to just read a CV or to test functional skills, you need to understand someone’s potential and their ability to thrive in a fast-paced creative environment. In short, people who embody our values:

• Be transparent - share information across the whole team, avoiding hierarchies and silos
• Stay curious - deference to ‘the way it's always been done’ is the biggest thing holding our industry back.
• Be high agency - nothing happens unless we make it happen. Never assume that something is someone else's responsibility.
• Act quickly - once we’ve made a decision, we win by moving fast.
• Benefit patients - belief in our mission 
• Make it fun - our mission is serious, but innovation doesn’t take place in a boring environment

This isn’t about “cultural fit”, which too often is used to justify hiring people who are all the same. It’s about finding people who embody what it means to be disruptive, regardless of background or experience level.

How We Do a Values Interview

1. Founder-led

Your interview will be with at least one of the founders, and at most two people. As founders we believe it’s important to remain close to the hiring process. This not only helps us ensure consistency and keep the hiring bar high, but also gives every new hire the chance to ask questions of us ahead of joining the team. Wherever possible we try to do these in-person.

2. No rote answers

Every company asks career-based questions like “tell me about a time you demonstrated leadership”, but these questions get rote answers that make it hard to really get to know a candidate. We try to ask slightly unusual questions that people won’t have been asked before so that we can get a sense of how they think and what really motivates them, not just what they’ve memorized. 

3. No right answers

There truly are no right answers! What we’re interested in is how someone explains their thinking - getting to know what motivates them and whether they embody the value we’re asking about. We also understand that some people don’t naturally explain their thinking as extensively as other and we’ll ask follow-up questions to help candidates get their points across.

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At this point you’re probably wondering ‘so what questions are there in a Lindus Health values interview?’ - you’ll have to apply to find out!