Q&A: Bertina Yen, VP of People and Operations at Evidation

Being remote sometimes means different things to different companies. What does being remote mean for Evidation?

We have always prioritized creating a supportive and flexible work environment, and prior to the pandemic, the majority of office-based employees typically worked at least 1 day per week from home, and 30% of our workforce was totally remote.  Once the shelter-in-place orders took effect, we immediately closed our three offices and had all of our employees work remotely. Due to the nature of our business, we are fortunate to be able to allow our employees to continue working remotely indefinitely until it is safe to return to our offices. In the future, we will continue to develop our capabilities to support our distributed workforce, with options to work remotely and use our offices for team meetings, events, and desk hoteling.

What does a stand out candidate during the application process look like? What most impresses you about a prospective hire?

Standout candidates have done their research on the company and can clearly articulate their personal value proposition and why they want to join.  They explain how their unique set of experiences and skills enhance what we have built to date at Evidation.

What are some common traits amongst the most successful candidates after you've hired them?

We have put a lot of thought into defining our values: put individuals first, challenge each other and state your good intent, go fast while maintaining quality and integrity, and work to win together. Those who succeed at Evidation are curious and collaborative, have a growth mindset, and are accountable to one another.

Evidation just raised a round of capital. What types of roles do think you’ll be looking to fill over the next 6-12 months as a result of that capital raise?

We are still hiring steadily in engineering, and are always looking for strong candidates in data science and machine learning for current and future roles. I also anticipate that there will be additional positions opening up on our commercial and quality/regulatory/clinical teams.

What do unsuccessful candidates didn’t make it past the initial resume screen have in common?

Submitting generic resumes that don't provide enough context on what a candidate did or accomplished at their past job(s). For example, roles like product manager or project manager are fairly broad and mean different things at different companies. If we can't tell from the resume and/or cover letter what a candidate's day-to-day responsibilities were and how they potentially match to the experiences and skills we are looking for at Evidation, then we most likely will pass over that candidate in lieu of someone who does a better job in helping us connect those dots.

Same question but for the interview process. What do unsuccessful candidates that didn’t make it past the interview process have in common?

Not having a good answer as to why they want to join Evidation, especially for candidates applying for roles in departments like engineering who can potentially find work in a variety of industries. In addition, not being able to engage and build rapport with interview team members representing other departments is also a red flag since so much of what we do at Evidation is cross-functional in nature. Given that all of our employees are currently working remotely during the pandemic, the ability to develop those connections over a video conference interview is now paramount.

Offering stock options cross border is often difficult because of local regulations. Does the company offer stock options to remote employees? And if not, is it that web of local regulations that’s holding the company back?

Our compensation packages are similarly structured across all employees regardless of location, including equity in the company.

What timezones/geographies do you hire in?

We have employees in 5 countries (including the US) and 19 states (including California).