Our mission is to unlock efficiencies in alternative investment processes by introducing purpose-built automation into the workflows of institutional investors, asset servicers, capital allocators and wealth managers.

Frequently Asked Questions

A selection of frequently asked questions for candidates about the interview process at Canoe.

What does the interview process look like?

Our process depends on the role we’re looking to fill. For all roles, our process consists of a phone screen, several conversational interviews, and either a technical assessment for our software engineers or a separate assessment for our business teams.

What’s the timeline of the interview process? How many steps are there?

Depending on team availability, our interview process can last 3-5 weeks. In total, there are about 4-5 steps in the interview process, inclusive of initial phone screens and assessments.

Does every application receive a response?

Our active searches receive resume responses within 1 week. A few of our roles are accepting applications on a rolling basis and look to reach out to applicants at a later date. Check out our job descriptions for more info!

How are you considering diversity and inclusion in your hiring process? 

Diversity encompasses the spectrum of infinite dissimilarities that distinguish individuals from one another, including but not limited to race, ethnicity, age, gender identity, gender expression, sex, sexual orientation, thought style, physical ability, and religious beliefs.

As Canoe grows, we are focused on building a diverse team by proactively sourcing and creatively building pipelines, while ensuring that applicants move through a carefully planned and thoughtful interview process. This includes structured interviews with pre-established questions to ensure candidates are being assessed consistently across the board and the focus is placed on individual ability.

Is your team remote? What does the hiring/orientation process look like for new hires?

Since mid-March 2020, Canoe has been operating remotely to ensure the health and safety of our team. Because of this, we have been conducting our interview, hiring, and orientation processes completely remote.

Hear from Maggie Smith, Sales Executive, on her onboarding experience:

In order to ensure our new hires get a sense of Canoe when they are brought on board, we schedule video orientations with each department head, an overview of Canoe’s Talent and Culture initiatives, and various games and introduction lunches to meet with team members and get acclimated to life at Canoe.

Our onboarding team works to ensure our team members are shipped the necessary equipment to get started at Canoe comfortably and productively at home. We look forward to scheduling events for the team when we are able to return to the office safely!