Social distance is bringing everyone a bit closer

Who here has found themselves remarking on how nice everyone is being on conference calls in the last week?

And it’s not that insincere, business-as-usual nice. It’s like everyone is genuinely concerned about everyone else. Like the whole world has developed a deeper sense of community. Like somehow in the process of practicing social distance, we’re creating more human connection.

Work relationships always involve a bit of distance. No matter how genuinely “us” we are at the office, there’s always a separation. Stuff we wouldn’t say at work, or parts of our lives we don’t really share. Sometimes that’s for practical reasons – like, toddlers aren’t great in meetings or the dining table in your tiny one-bedroom apartment won’t fit your team. Sometimes people create the distance intentionally, to make it easier to make tough decisions or command respect.

More often than not, it just happens for unconscious reasons – you’re too stressed or busy to form real connections, it’s intimidating, or maybe suppliers and partners are talked about as titles so often – “our sales rep”, “my customer manager” – it’s easy to forget they’re real, three dimensional people.

That all changes in times of crisis. We see it in more “normal” times – when someone’s kid is really sick or there’s an accident, everyone becomes more vulnerable, honest and human.

It’s no different in a global crisis. When everyone is united by the same grief or fear or anxiety, it creates the space to unite around positive things – compassion, neighbourliness, a sense of community and learning.

Compassion in lockdown

NZ is following places like China and Italy into full lockdown mode. New South Wales, Victoria and (hopefully) the rest of Australia are close behind. Ignoring the toilet paper feuds for a second, it’s awesome to see that in the face of all that uncertainty, there’s an overwhelming trend toward compassion.

Many of us are scrambling to reassure our people that their jobs and livelihoods are safe, some of us are having really difficult conversations with teams when we can’t provide those assurances. More of us are in limbo – unsure exactly what this is going to mean for the people we work with.

“Be Kind” is the constant message coming from Jacinda Ardern each time she addresses the NZ public. Treat each other the way you hope someone will treat you. We’re noticing our customers are taking a minute before we launch into work stuff to ask how we’re doing. And not just as a business, but like, how are you? It’s such a simple thing but it makes the world of difference.

When it comes to our teams, you might not be able to promise someone everything’s going to be fine, but you can make sure they know you see them as fully human. Not a resource, a person. It puts any conversations you need to have over the next uncertain period into a different context. You’re not an agent of a faceless corporation. You’re a person, talking to a person about a hard situation. The decisions might be being made along financial lines, but the delivery is compassionate and the experience – positive or negative – is shared.

What happens next?

A lot is going to change over the next weeks and months. The novelty will wear off as zoom meetings get more tedious, we run out of stuff to watch on Netflix and the extroverts start banging their heads against the wall.

Let’s make a commitment to hold on to the kindness. Protect these new patterns of interaction based on compassion. This is an opportunity for reprogramming the way we do business – let’s make it truly people-first. And let’s keep being nice to each other on conference calls.

Weirdly’s all about helping you give candidates a brilliant, respectful experience – at high volume scale. Curious? Learn more here.

It’s our birthday but it’s your friends who need celebrating

They say it takes 10 years to be an overnight success. Well, this April Weirdly will be half way to ten and just quietly, I think we might be a bit ahead on that timeline.

It’s hard to believe it was only 5 years ago that Dale, Simon, Hayden and I were sat in our local Indian restaurant, toasting the decision we’d made to leap into the unknown together. I remember the slightly-nervous excitement; Wondering whether we’d all still be friends in 5 years (we are), if our product would work globally (it does), whether Dales’ eyelashes could possibly be real (they were), and mostly, if we’d made the right call.

Would people continue to value candidate experiences? Were our predictions about company culture accurate? Could global orgs rise to the authenticity-challenge when it came to their values?

Five years into the climb, our customer list has put those anxieties to rest (and, you know, introduced a few new ones).

We’re now working with some of the biggest and most exciting brands in the world. Creating best-in-class candidate experiences, building tools for recruiting teams and hiring managers that make their days a little lighter and brighter.

Our team has grown to cover three markets. We have an office in Sydney and a base in the US. Our product team is extraordinarily talented and our psych crew is developing fresh, new ways of thinking about assessments.

We’ve added babies, homes, marriages, new skills, and, in Dale’s case, many, many airpoints.

Our team looks very different to that evening 5 years ago, but the core values we established then haven’t changed and the excitement is still high.

Help us celebrate: Nominate your mates

Here at Weirdly, we like to spend our birthdays celebrating other cool stuff we see happening and this year is no different.

Given that we’re officially half way to being an overnight success (according to the royal “they”), we thought we’d take this chance to celebrate other people who are pushing hard to achieve lofty goals.

It’s easy to celebrate success at the end – once you’re standing at the top of the mountain. But getting there can be a lonely journey.

So we’ve designed up a few You’re Awesome packs to send out to people who are part way up their own mountains. It’s a way for us to say

“Hey, we see you striving. You’re doing an awesome job, keep going!”

We want you to nominate anyone you think deserves one of these packs.

They might be a friend, work colleague or maybe someone in your community you’ve watched work relentlessly toward a goal you admire.

Maybe your nominee has been plugging away for years working to master a new language. Maybe they’re training hard to shave 2mins off their marathon time. They could be working all the hours to execute a major project at the office.

Whatever their mountain looks like, we want to hear about it. Jump into our website by clicking the button below and nominate them today.

We’ve only got a handful of these to give away, but never fear! Every single person you nominate will also get an email letting them know that someone out there has noticed their hard work and thinks they’re pretty great.
Getting unexpected encouragement feels awesome. Almost as awesome as we’re all feeling at Weirdly HQ, hitting 5 years old and growing faster than ever before.

They say it takes 10 years to become an overnight success. If this is only half way through, the next five years are going to be a heck of a ride!

Curious about how Weirdly could help give you a best-in-class candidate experience? Book a no-strings chat with our team today.

Remote working: Managing the communication chaos

A few years back, the Weirdly team went 100% remote. Since then, we’ve grown (literally and figuratively), our needs have changed and we’ve found a kind of equilibrium – a balance between remote and not-remote, that works (so far) for the job functions and personalities we have onboard. Finding that sweet spot has been tricky at times and by far the biggest of all the challenges has been around communication.

Internal comms in a remote team gets…noisy. Especially in a fast growing startup, where our lives are a constant barrage of sprints, pivots, urgent requests, deadline changes and never ending feature tweaks. It’s really easy for important messages to get lost or overlooked. We’ve had decisions get forgotten (and endlessly discussed and re-made), leave requests go missing, and “productive conflict” turn in to actual conflict as we juggle the mess of communication platforms. Creating order from a confusion of emails, internal chat tools, collaboration apps and hangouts is a real work in progress for us.

“If only we had some rules to make this less overwhelming!” says Santa

But over the past few years of testing, we’ve developed guidelines that work for our crew to keep communicating efficient and useful.


Step 1. Define the purpose of each tool.

Seems obvious, but think about how many different ways and places you communicate with your colleagues – in the lunch-room, at your desks, over email, in a meeting room, during your electric-bike club meetup. In the real world, our comms move organically from place to place – just like in the digital world –  but there are safety nets. We can read body language to spot misinterpretation before it becomes a problem, other people can pop up with a helpful “Hey looks like you and Dale were getting some good stuff down on the whiteboard earlier – any decisions I need to know about?”.

In a remote team, we don’t always have these safety nets and the number of places we can meet and chat and collaborate are almost infinite. It gets very messy, very fast.

We found putting simple guidelines in place that broadly describe the kinds of conversation that should happen in each place has helped heaps. Of course, there’s a bit of flexibility around this, but as long as everyone’s aware of comms expectations, we’ve found it works pretty well.


Here are a few of our favourites:

Slack (public channels) – this is our most casual place. It’s for talking about any work in progress that the whole team needs to know about (new sales, key feature updates, user issues) and giving heads-up around decisions or actions being taken somewhere else. It’s also our place for relationship and culture building – #chuffies, jokes, pictures of dogs  – the usual “office banter”.

Slack (DM’s and private channels) – these are for more in-depth discussions – information that isn’t critical or interesting for anyone else to weigh in on. This keeps the noise down in the public channels and means we’re not all wading through thousands of notifications. It also give people the chance to get down REAL deep into detail without someone (ok, me) jumping in every 5mins to ask what a “dimensionality reduction algorithm” is.

Video hangouts (Google and Slack) – nothing beats face-to-face sometimes and this gets us pretty close to the real deal. Team discussions, standups and meetings are done using video – with SnapCam filters optional.

Malcolm getting in the halloween mood

Email – for confirming decisions, requesting leave or any formal admin stuff.

Jira – task allocation and briefing. This is also where very technical decisions are recorded like, “Hey Malcolm, you’re good to go ahead and design a novel fuzzy clustering algorithm that operates on relational input data as discussed”.

Google docs – for collaborating on content, spreadsheets, roadmapping – anything that you’d traditionally do around a whiteboard or a piece of paper.

Step 2. Put basic rules in place for each tool

This is a deceptively tricky one. Communication is a fluid, evolving thing and the tools people feel most comfortable using change over time. New apps get introduced, new people join the team, the types of challenges change and people get closer. Still, we’ve found there are some universal laws that really helped create order in the comms chaos.

  1. Formalise decisions: Any decisions made in chat, collab or messaging tools get formalised in email. This means they’re clearly dated and easily searchable. It also allows everyone to double-check they’re on the same page with the detail of each decision.
  2. Pick up the phone: Working through complicated issues is a recipe for frustration. So we implemented “two strikes then get out (of slack)” rule. Basically, if people have gone back and forth on the same issue more than twice, they step away from the text-chat and pick up the phone or move to a video call.
  3. All leave requests get sent through on email: We originally set up a #leave channel in our team slack that collected these, but found they were too easily overlooked or forgotten. Also since our admin person is the one processing these requests, she gets to dictate the format they arrive in and she loves her inbox!
  4. Protect the outages channel: Alerts and notifications related to critical app stability all go through to one Slack channel. Any discussion related to those issues happen in that channel but absolutely no other chat happens there. It’s the product team’s most fiercely adhered to rule – it keeps a sense of urgency over any notifications you see coming from that channel.
  5. More heads-ups are better than none: Anytime anyone makes a change to a spreadsheet, adds a comment to a google doc or drops a new resource in dropbox, we chuck a heads-up in Slack. Usually, this is a DM to the person or people concerned, but sometimes it’s a more general announcement to the team.
  6. Use @here or @channel alerts rarely: Another self explanatory Slack rule – we all get enough notifications without having a “@here” message go out everytime someone loses their EarPods.


This is all a work in progress of course. People have a way of ignoring communication rules that don’t feel natural to them, so we’re regularly checking and adjusting as our remote teams grow. That’s our own golden rule we’ve discovered over the past 4 years: Work with people’s natural behaviour, not against it.

We’re always keen to hear about tricks or tips that are keeping your remote teams humming. Tweet us @weirdlyhub or @getweirdly on Instagram. And if you’re interested in finding out more about Weirdly screening software, get a personal demo with one of our team. 



Growing International with over 50% women: Some new weirdos have joined the crew

I know, I know, it seems like only yesterday we were doing the last “we’re getting bigger” announcement but surprise! We’ve got more exciting news. Three more hires (in three different countries, no less!) and an important diversity benchmark achieved. Just in time for the 125th anniversary of women getting the right to vote too – what a week. 

Our Australian office has doubled in size

Casually leaning, like it’s no big deal doubling our Sydney office

Joining Sascha in our Sydney-based office, we’ve got Tara Kaplan who’ll be looking after sales to smaller and medium-sized clients. That means any of you who are making around 25 hires per year (or more).

Tara’s got a long history with recruitment and HRTech industries, as well as a specially affinity with the hospitality sector (I mean, in a more professional sense than my “special affinity” with the cheese scones at the cafe downstairs). She’s an absolute whizz when it comes to the people industry and we’re very lucky she chose to invest her skills with us.

Our Aussie team are based in Sydney, but will also look after our customers in Melbourne and Brisbane (and anywhere else in the land down under).

We’ve got permanent feet on the ground in the US

Donna, helping us be more active in the US since quite recently.

Donna Yelmokas has joined the fold to help grow our US-based strategic partnerships. She’s leading our relationships with industry partners — VMS’s, Enterprise ATS’s, RPO’s, MSP’s. You can call her “US Weirdo In Charge Of Alphabet Soup”.

We’re extremely chuffed to have Donna join the team. She’s right up there with Dale in terms of HR/Recruitment industry experience and contacts, and is the safest pair of hands we could have as we grow our presence in the States. She also owns the same kind of dogs as President Barack Obama which obviously means she has flawless taste and a timeless elegance.

Based in San Francisco, Donna’s also going to be jumping around the country a bit — often joined by Dale who’s continuing her frequent commutes to the US for sales, customer and investment meetings.

A new Org. Psych and data guy means we’re now much brainier

Mr Science, improving our minds.

Helping to refine our methodology, question bank and analysis, and working alongside the product engineers to feed our machine learning engine, Jamie McEwan’s got his work cut out for him. Luckily, he’s more than up for the challenge. Having worked within recruiting agencies and consultancies his entire career, he’s well practiced in the traditional rules and methodologies of organisational psychology. In fact, so well practiced, he’s dead keen to start developing new, smarter ways to think about assessment and testing. We like rule breakers over here in Weirdly HQ, so that suits us perfectly.

Jamie has previously worked alongside Jeff who helped architect a lot of our validation methodology. He also used Weirdly with both clients and candidates in a previous agency role, so he’s been able to see how we work from all angles. That’s invaluable perspective to bring to a team that aims to turn the tired old assessment world on its head. We’re so excited to announce his addition to our crew of merry men. Which provides me an excellent segue to our next milestone:

We’ve cracked the 50% female ratio. Again!

Weirdly started life with an exact 50/50 split – two founder dudes, and two founder dudettes. As we’ve grown, those ratios have fluctuated a bit, but we’ve always been very conscious that wherever possible, looking for diversity in our team is an important goal. We’ve got lots of variation in thinking and working style, as well as background and experience, but it’s super-cool to be able to say our team is made up of over 50% women again – across sales, marketing, management AND product teams. 

This is not the end of our diversity quest by any stretch – we’d love to add more perspectives to our team and will continue to actively look for ways to do that, but today we’re pretty happy to have hit this milestone!

If you’re keen to talk to any of our new team – whether you’re an Australian organisation or describe yourself using one of those acronyms Donna’s interested in, get in touch!

Integrations are the future: Here are the three ways Weirdly can integrate with your ATS

It’s an exciting day at Weirdly HQ! Dale’s off on another successful US sales trip, our Australian business is looking great and we’ve launched our brand new Weirdly JobPages ATS integration with one of the largest employers in the world. That’s one more integration flavour on offer from the Weirdly candy store.

Why get excited about another ATS integration you ask? Well, the simple answer is that life really sucks when you have to keep hopping between pieces of software. Endless logging in and out. We know, that you know, that your teams just won’t do it. So making sure your crew gets all that delicious Weirdly benefit without ever leaving their ATS dashboard is super-important to us.

For most of our customers, delivering a world-class candidate experience is high on the priority list. People come to us because we can help create a candidate experience that’ll leave applicants with an awesome, lasting impression of the company’s employer brand, as well as helping you manage volume and dramatically speed up screening. Building the kinds of integration with your Applicant Tracking System (ATS) that allow Weirdly to sit right at the front of your process is the key to really maximising these benefits. JobPages is our latest ATS integration type.

Wait. There are integration TYPES? What does that even mean? Well basically, there are different ways your ATS will let us share information with it. It all depends on how they’ve built their software and how you’ve designed your process.


Here are the three main ways Weirdly can connect with your ATS


Option 1: Apply Button

Weirdly ATS integration on apply button

This is where your Weirdly quiz link is automatically added to the Apply button on your job listings. For example, you create a new job in your ATS the exact same way you always do, but when you share it or list it on your career site, instead of the apply button automatically linking to the dry old ATS application form, it’ll take applicants to your customised Weirdly quiz. This means the first experience someone has with your employer brand is a really fun, positive one. This is the simplest way to get Weirdly at the front of your application process, but not every ATS allows it. For the ones that don’t we’ve got two other options…


Option 2: NEW JobPages

Weirdly JobPages ATS integration example

If you want your candidates to have that awesome Weirdly candidate experience as their first interaction with your application process, but your ATS won’t allow an “Apply Button” integration, JobPages is for you. Basically, we simply replace the current “open job” listings on your career site with a JobPage we automatically create from your ATS. Literally, nothing has to change in your workflow; you create a job in your ATS just like normal, you click the same button as always to share it to your career site and follow the same process to share it on your favourite job boards. Your Weirdly quiz is either automatically added to every job as a pre-apply assessment, or you can opt to have it be a feature you toggle on or off. Either way, recruiters stay in the comfortable familiarity of their ATS dashboard. It’s only in the background where things are a bit different. Instead of your ATS displaying all your open jobs on your career site, it instantly gives us all the same information and we take responsibility for displaying it on your site instead. That allows us to embed our quiz link in the apply button, then automatically add the candidate’s score to their ATS profile once they’ve completed the quiz. For you (and your candidates), nothing changes, except you might notice the “open jobs” page on your career site all of a sudden looks a little nicer. Oh, and of course you’ll begin to notice people raving about your great candidate experience ?.


Option 3: Second stage

Weirdly second stage integration smartrecruiters exampleIf you’re still looking for Weirdly to help with values alignment, but don’t need us at the front of your process, this might be the option for you. After your candidates have completed the first step in your application process – usually by uploading some info/resume into your ATS application form – they get sent an invitation to complete your Weirdly quiz. This can either happen automatically (every candidate gets invited), or manually (you only invite the ones you like the look of). Either way, your candidates still get that custom Weirdly experience, we’ll calculate how well they align to your values and their results will be automatically attached to their candidate profile in your ATS.


Think a Weirdly integration with your ATS sounds pretty good? We’re currently working with most of the leading Applicant Tracking Systems in the market, including SmartRecruiters, Lever and SnapHire. If we don’t already have an integration running, you can bet we’re in the process of building it!

Have a lots-of-questions-asked, no-strings-attached demo with one of our team and learn how Weirdly can slot into your current process. 

Weirdly opens an Australian office: In related news, we’re all practicing calling Jandals, “Thongs”

Fire up the barbie, Aussies! Weirdly’s setting up shop in Australia.

Sascha Gray (ex. Hired,Inc and Seek) has joined the crew as Head of Sales and will be heading up our new Australian presence, based in Sydney. We’re chuffed – partly because Sascha is pretty much the perfect person to help connect us to more Australian businesses, and partly because it means more visits over the Tasman to the land of sunshine and beaches.


This could be us. Swoon.


With clients like Atlassian and Bunnings adding Weirdly screening to their HR technology stack in the last year, we’ve made the call to set up a permanent presence over the ditch. This’ll mean we can deliver more streamlined customer success, account management and onboarding help to our Aussie-based customers, as well as having a dedicated sales presence on the ground.

This exciting move also comes at the same moment Dale’s setting sail back to the US to keep growing our presence over there. It’s all busy, busy here at Weirdly.

If you’re in Australia and keen to talk with Sascha, in the US and want to meet with Dale or just keen to hear about the huge stuff our product team have been working on – drop us a message.


Weirdly’s customisable assessments pre-screen your candidates for values alignment. We help manage your volume, reduce churn and provide an unbeatable candidate experience. If you’re keen to hear how Weirdly could work in your organisation, book a demo here

Weirdly Version Three is almost here

Weirdly Version 3 is coming very very soon.

We’ve been working hard behind the scenes to fix all the cogs and gears that run Weirdly. If you haven’t heard of us before, go here to read all about it. Go on; I’ll wait right here ;-).

If you’re already one of our tribe, keep in mind, a lot of the work has taken place under the hood. We have built a shiny new framework so that sometime in the not-so-distant future, we can build out deeper predictive analytics and machine learning features.

It’s not all hidden though, here are some screenshots to whet your appetite for what’s coming (click on the images to zoom and enhance!)

So who gets to have V3 first?!

If you have been thinking of using Weirdly for a while, jumping on board now means that after all the consulting and customisation has happened, when you’re ready to launch, you do so onto the latest and greatest Weirdly. We especially want to talk to you if you have a well-established recruitment team that needs just to crystallise what the culture fit means for your corporate culture.

If you are already using us, then do not fret, we will migrate people over in the next couple of months – we’ll start with those of you on the Massive and Custom plans. To cause as little disruption as possible, we are staggering the rollout for all other accounts. We promise it will all happen in the next few months.

If you simply cannot wait, or you think you are eligible for the first wave of upgrades, email us at [email protected] and we can assess the suitability for you based on your unique usage.


Remote workspaces: The new Weirdly #noffice

One of the coolest things about remote working is setting up your own remote workspaces.

Prefer to work in absolute silence with three screens and no natural light? It’s up to you. Love the idea of setting up a comfy pozzie in your local park everyday? You’re the boss. As long as you’ve got good wifi or can tether to your mobile, your #noffice can be anywhere you like.

To celebrate our first month of going remote, take a look at how our team have set up their own workspaces. Funnily enough, they’re all a pretty good reflection of our personality and role in Weirdly.

Remote workspaces: Weirdo-style

Dale (CEO, co-founder): Predictably, with a pile of books for constant referencing and a window for keeping her connected to the hustle and bustle out in the world.
Remote workspaces - Dale from Weirdly


Simon (CSO, co-founder): Pretty minimal. Let’s face it. Simon spends most of his time visiting clients and following leads. He probably should’ve taken a photo of his car.

Remote workspaces - Simon from Weirdly


Keren (CMO, co-founder): This is the home #noffice. Keren also splits her time between the #GridAKLffice, the #cafeffice and the #sittinginaparkffice. Life is tough.

Remote workspaces - Keren from Weirdly


Hayden (CPO, co-founder): Hayden purpose-built his own workspace so it exactly fits his requirements. Complete with the requisite “I used to be a game designer” figurines next to his monitor.

Remote workspaces - Hayden from Weirdly


Malcolm (Lead Engineer): Extreme clean. Although there’s a toddler’s birthday party in Malcolm’s near future so next week this desk is likely to include far more pink streamers, and balloons.

Remote workspaces - Malcolm from Weirdly


Bridget (Front-end developer): Super light and loads of amazing art just casually mid-creation. Not pictured: Twin kittens getting themselves stuck up the chimney.

Remote workspaces - Bridget from Weirdly


Seb (Front-end developer): This is Seb’s desk under the stairs. Yes, he’s got a scar on his forehead, has an uncanny ability to magic things out of thin air and will probably save the world one day.

Remote workspaces - Seb from Weirdly


Jeff (Organisational Psychologist, Head of Data Science): With a brand new baby and a toddler in the house, Jeff’s work-time usually includes sneaking out to the library or a cafe close to home.

Remote workspaces - Jeff from Weirdly


What does your #noffice look like today? Flick us a picture on twitter or instagram.


Weirdly Integration with Lever: Super easy culture screening

For those of you who’ve been waiting (and for those of you who would’ve been if you’d thought of it), Weirdly’s newest integration with Lever is now live. That means, culture screening with Lever is now not only possible, it’s super easy.

Lever is one of the fastest growing ATS’s out at the moment. We’re fans of their collaborative recruitment philosophy and love their focus on nurturing candidate relationships, rather than the more transactional recruitment approach loads of other ATS’s take.

Weirdly is one of the fastest growing culture screening tools out there and we also take a candidate-led approach to the way we’re developing our science (and product). So it stands to reason, an integration with these guys has been on the cards since day one.

But, as anyone who has built software before knows, integrations are a notoriously tricky beast. We want to make sure we’re building this partnership in the way that best works for you guys, the Lever users. So, like with most of the things we do, we’re taking a slightly unorthodox approach.

We’ve built a basic integration that you can use today. Then we’ll build deeper and more complex levels of integration based on your feedback.

In a nutshell? We’d like you to try out our new integration today and tell us what you think. What’s working, what’s not and what you’d like to see us add in stage two. You’ll get to help us design and build your perfect ATS integration.



Setting up your own Weirdly integration with Lever.

First connect your Weirdly and Lever accounts:

  1. Log in to your Weirdly account. If you don’t have one, it takes 30 seconds to set up a free trial using our Quiz Generator. Just click the attributes you’re looking for in a candidate and we’ll auto-magic up a screening assessment full of fun, scientifically validated questions.
  2. You in? Great. Now go to your Admin panel, select the Integrations tab and click on the Lever logo.
  3. Follow the instructions to cut and paste your Lever Postings API Key and Job Site Address, then hit the big green “connect with Lever” button.

Congratulations! You just set up your integration with Lever. Now you can start sending candidates from Weirdly into your Lever candidate databases.

Next to each new candidate who completes your weirdly quiz, you’ll see a new “Lever” column. Clicking the icon will open a pop-up that shows you all your live Lever jobs. You just select the relevant job and your candidate gets attached to it in your Lever database.

Weirdly integration with Lever - dashboard icon

If the candidate is already in your Lever database, Weirdly will attach their Weirdly score and assessment report to their existing profile. If they’re not already in your Lever system, we’ll create a new candidate profile for you, tag it with the job you have chosen and attach the same score and assessment report.

Weirdly Integration with Lever - candidate-profile with Lever integration

How do I integrate Weirdly into my current Lever process?

There are two ways our users are taking advantage of this new integration with Lever:

First stage screening:

What’s it good for?: High volume roles, Making the first screening step faster, An awesome first-touch candidate experience that put your values at the front of your recruitment process.

How does it work?: Add Your Weirdly quiz link to job ads, social posts and your careers site. Candidates use this quiz to apply for the job. You can then jump into Weirdly regularly to see who has applied and fire them through to your Lever account.

Second stage screening:

What’s it good for?: Engaging candidates and getting more buy-in, Refining from long-list to short-list, Helping you build a richer case when presenting specific candidates to hiring managers.

How does it work?: You can add your Weirdly link to an automated email in Lever that’s sent to the candidates in your long or short list. Candidates just click the link in the email to complete the quiz. You can then review and import their screening assessment report into Lever in the same way you do in the first stage screening.


Tell us what you think

Now that we’ve built this Phase One integration, we want to know what you think. Give it a go, tell us how it works for you and let us know what you’d like us to consider in the Phase Two version.

If you already have Weirdly account, you can activate your Lever integration here. If you don’t, take 30secs to create your own by clicking the button below.

Weirdly quiz sign up now

Weirdly’s going remote: Business shirt on top, jammies on the bottom

Going remote. It feels like everyone’s doing it at the moment, right? I can’t count how many medium posts I’ve ready lately with titles like “5 great resources for remote startup teams” and “How working remotely saved my life”.

Now, Weirdly is a team of contrarians. When the whole world is running in one direction, our instincts generally tell us to investigate the opposite. But in this case, the remote buzz is resonating.

Weirdly is built on a mission to make work more fulfilling for everyone and that, of course, includes our own team. We work hard at building a strong culture where people feel valued and supported. A big part of that, for the Weirdly team, is the ability to be flexible about where we plant our laptops everyday.

Lots of our team have young kids and two of our guys are also expecting new babies in the next few months. Making sure they can be available in a practical, hands-on way to their families is really important to us (and, you know, obviously to them too).

Other members of our team just really, really love working in a quiet, empty house where they can focus without any interruptions.

Going remote is risky business

In fact, the people in our team who love a hustling, bustling office are generally speaking, the ones who aren’t actually in the office much. They’re out on sales calls or flying overseas to meet with partners and clients.

For the past couple of months we’ve discussed this over shared lunches, after-work drinks and the occasional team-icecream session. Inevitably we keep coming back to one solution: Moving out of our office space and going remote.

So next week we’re making the leap. We handed in notice to our awesome GridAKL community, we’re packing up our monitors and we’re launching out into the unknown.

Arguments for (and against) going remote

As a rapidly growing startup with a really tight culture, disbanding and heading off into different corners of Auckland is a bit of a scary choice.

As you can imagine, there have been heaps of pros and cons conversations had over the planning of this move. We reckon other founders may have some of the same fears as us if they’re considering going remote, in the spirit of sharing, we’re laying ours out on the table here:


  • ? Our product team are chuffed and it means they can work in exactly the way they love to: Absolutely focused and in their own environments.
  • ? ?It’s an awesome way for our new dads to spend time with their brand new kids.
  • ? Really convenient for the other parents in our crew who have had to juggle school drop-offs and meetings with getting in and out of the office all day.
  • ? All that money we were spending on rent can now be funnelled into more sales and partnership trips to the US and UK.
  • ⏰ Less time commuting means more time working. For some of us, that’s 15hours per week we’re not sitting in the car or train. FIFTEEN HOURS. That’s practically a part-time job!


  • Losing the advantages that come with being part of the GridAKL/BizDojo community. This place has been invaluable when it comes to connecting with investors and expert advisors, building our brand and bouncing issues around with other experienced founders.
  • Putting our awesome team culture at risk. Will we be able to keep the close vibe alive without seeing each other everyday? Will Simon’s jokes still be funny over slack?
  • Creating decision-making issues. Lots of founders have warned us about a remote working phenomenon we’re referring to as “Remote renegadism”. That’s when small clusters of the team get together to discuss an issue or hurdle and, in the process of that discussion, make decisions that are actioned without other key people having input. It’s not malicious, it’s just an outcome of a disconnected team. For us, this could be decisions about a new sales market, a change to our PR strategy or tweaks to a new feature. When a team is small and the business is growing so fast, decisions can’t be made in isolation.
  • Risking our productivity falling. This is the really big one and will require constant monitoring.


Getting past the cons list

For us, the pros outweigh the cons right now. I say right now because who really knows until we try? We’re approaching this as an experiment. We’ve committed to three months with monthly reviews (as well as keeping a close eye on productivity stats).

going remote - regular reviews

We’ve also come up with some ways to mitigate some of those cons:

  1. We’re leaving our permanent spot at GridAKL, but we’re keeping our foot in the door. We’ve decided to continue with a couple of casual memberships in the shared space. That basically means a couple of us can pop in and hotdesk whenever we need to – as well as attend the meetups and keep access open to the awesome network of advisors and contacts.
  2. We’ve set up a series of regular team meetings that will help us keep on top of our productivity and help keep the culture alive. Some of these are based in slack or google hangouts, founders catch-ups and one big team meeting IRL. We’re also keeping up with our regular morning standups (although they’re more likely to be google hangout sit-downs now) each morning, and we’ll be using our Wellness Challenge generator to keep our #weirdlywellness tradition alive.

Testing productivity and how well this is working for all of us will be an ongoing and evolving process. We’re excited to give it a go though – even if it means joining that tidal wave of hipsters on Medium.