Hi there..
ive got a pre-employment test for the post of people operations specialist. its kind of tricky. if anyone can help me a bit to answer the questions asked. i ll be highly obliged.
thank u all.
//////////////////////
People Operations Specialist -- Case Study
General Instructions on the Recruitment Process:
Airlift’s culture is built around a few core values that define the behaviors and attitudes that we
seek in teammates:
● Hyper bias to action -- we seek to partner with true doers
● Be an obsessive learner -- we love candidates who are eager to learn and grow
● Move at lightning speed -- we view velocity as our greatest advantage
As you go through the recruitment process, our suggestion is to incorporate the above value
system into your approach. Airlift leans on and reads heavily into the case study -- we view
the effort and thoughtfulness of the response as a proxy for what we can expect from the
candidate on the team.
Context for the Case Study:
Airlift has built an exceptionally talented early team, one that is strongly aligned behind a
winning value system of seeking to be 1% better everyday, having extreme levels of ownership,
and bringing unusually high levels of determination and grit on a daily basis. Airlift’s current
team stands out as the main driver behind the rapid ascent of the business.
In line with building a culture that enables teammates to be their best selves every day, we are
looking to scale a best-in-class People Operations team as part of the People Strategy function.
The People Operations team aims to ensure effective support systems and processes that offer
support at par with global standards for teammates across business, engineering and
operations divisions.
This case study has two parts:
Part (I) - Building and operating a support system
Airlift has 230+ teammates across business and engineering divisions and 2500+ teammates
across the operations division. These teams are based across Pakistan and South Africa.
Various people-operations requests are raised by different teams on an ongoing basis.
These requests include:
● employee management and onboarding requirements for new teammates,
● management of payroll and prompt resolution of discrepancies,
● requests for laptop allocations and replacements,
● access to company portals and creation of official email accounts,
● requests for company documents such as employment letters and salary slips,
● grievance handling across different teams.
You have been tasked with the project of streamlining this across this full team by building an
effective support system. You may build the team as you deem fit, and may deploy processes
and software as appropriate.
How would you design an end-to-end support structure that delivers on prompt team support
consistently, at scale, across geographies for all the above-mentioned areas in a
policy-backed manner? What processes, documentation and teams would you structure? How
would you measure the effectiveness of this support system?
Part (II) - Developing Airlift’s health insurance policy
Airlift aims to offer scalable and effective health support coverage for teammates across
divisions. These fast-growing teams include business and engineering teammates (~ 230) and
operations teams (~ 2500+). Providing a strong health support structure enables Airlift to offer a
supportive environment for teammates and helps make Airlift offers market-competitive to
support talent acquisition. At the same time, this health support policy needs to be scalable and
financially viable. This may or may not include third-party insurance and/or OPD allowances
managed by Airlift.
(a) How would you design Airlift’s complete health coverage policy for these team divisions
in Pakistan? What would your approach and development process look like? What are
the factors that you would account for to make the policy scalable and thoughtful? How
would you measure the effectiveness of Airlift’s health coverage policy?
(b) Assuming we are standing up new teams in our international market in Africa, starting
with 20-30 early teammates from Africa and 250+ early operations teammates in Africa,
how would you develop the health coverage policy for this new market? In what ways
would this be different to the policy development process in part (a)?
From Pakistan, Peshawar
ive got a pre-employment test for the post of people operations specialist. its kind of tricky. if anyone can help me a bit to answer the questions asked. i ll be highly obliged.
thank u all.
//////////////////////
People Operations Specialist -- Case Study
General Instructions on the Recruitment Process:
Airlift’s culture is built around a few core values that define the behaviors and attitudes that we
seek in teammates:
● Hyper bias to action -- we seek to partner with true doers
● Be an obsessive learner -- we love candidates who are eager to learn and grow
● Move at lightning speed -- we view velocity as our greatest advantage
As you go through the recruitment process, our suggestion is to incorporate the above value
system into your approach. Airlift leans on and reads heavily into the case study -- we view
the effort and thoughtfulness of the response as a proxy for what we can expect from the
candidate on the team.
Context for the Case Study:
Airlift has built an exceptionally talented early team, one that is strongly aligned behind a
winning value system of seeking to be 1% better everyday, having extreme levels of ownership,
and bringing unusually high levels of determination and grit on a daily basis. Airlift’s current
team stands out as the main driver behind the rapid ascent of the business.
In line with building a culture that enables teammates to be their best selves every day, we are
looking to scale a best-in-class People Operations team as part of the People Strategy function.
The People Operations team aims to ensure effective support systems and processes that offer
support at par with global standards for teammates across business, engineering and
operations divisions.
This case study has two parts:
Part (I) - Building and operating a support system
Airlift has 230+ teammates across business and engineering divisions and 2500+ teammates
across the operations division. These teams are based across Pakistan and South Africa.
Various people-operations requests are raised by different teams on an ongoing basis.
These requests include:
● employee management and onboarding requirements for new teammates,
● management of payroll and prompt resolution of discrepancies,
● requests for laptop allocations and replacements,
● access to company portals and creation of official email accounts,
● requests for company documents such as employment letters and salary slips,
● grievance handling across different teams.
You have been tasked with the project of streamlining this across this full team by building an
effective support system. You may build the team as you deem fit, and may deploy processes
and software as appropriate.
How would you design an end-to-end support structure that delivers on prompt team support
consistently, at scale, across geographies for all the above-mentioned areas in a
policy-backed manner? What processes, documentation and teams would you structure? How
would you measure the effectiveness of this support system?
Part (II) - Developing Airlift’s health insurance policy
Airlift aims to offer scalable and effective health support coverage for teammates across
divisions. These fast-growing teams include business and engineering teammates (~ 230) and
operations teams (~ 2500+). Providing a strong health support structure enables Airlift to offer a
supportive environment for teammates and helps make Airlift offers market-competitive to
support talent acquisition. At the same time, this health support policy needs to be scalable and
financially viable. This may or may not include third-party insurance and/or OPD allowances
managed by Airlift.
(a) How would you design Airlift’s complete health coverage policy for these team divisions
in Pakistan? What would your approach and development process look like? What are
the factors that you would account for to make the policy scalable and thoughtful? How
would you measure the effectiveness of Airlift’s health coverage policy?
(b) Assuming we are standing up new teams in our international market in Africa, starting
with 20-30 early teammates from Africa and 250+ early operations teammates in Africa,
how would you develop the health coverage policy for this new market? In what ways
would this be different to the policy development process in part (a)?
From Pakistan, Peshawar
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Problem-solving -powerpoint1658 _168.ppt