Hashtag+BLUE+–+Crowdsource+Application+Process

#BLUE = We want to know what you think. =

Lifebushido is assisting in the Triangle formation and application process for #BLUE. Our company culture relies heavily on open source and crowdsourcing concepts. Put simply, we believe we are better when we work in community. So, we'd like your thoughts to help shape the Triangle selection process. We're looking for 3 Triangles out of more than 100 applicants. What would you do with 100 applicants, 10 days and 10 hours to work with? Share your ideas about how to select those top 3 Triangles using that information...

The first questions for the applicants would be to crowdsource what the three pillars of the triangle team would be. By defining the three pillars, the roles of each member will be more clear. This will also allow the application process to be more clear for both the applicants and #blue. Applicants can strongly align towards a certain pillar and a series of targeted questions can be conducted for that pillar.
 * Anthony Bui-Tran - anthonybuitran@gmail.com**

So, defining the 3 pillars of the triangle would be ideal. The three pillars that would strongly suit the #blue goals to collaborate together to make it easy for ocean conscious consumers to purchase from credentialed businesses committed to reducing their plastic footprint by looking for the #Blue™ seal. For example, the 3 pillars can be molded around building a creative foundation for #blue. Such roles would be a creative director, ambassador program director, and corporate outreach lead.

The Creative Director and Ambassador Program Director can lead, identify and provide support for #blue ambassadors. #blue ambassadors will create and spread the message in a grassroots method. This movement will further build the credibility of #blue and allow the corporate outreach leader to further connect with corporations to get involved to increase their own brand visibility in a #blue light.


 * 1) **Ambassador Program Director** - Creating a rewarding program to encourage get more influencers to share the message.
 * 2) **Creative Director** - Direction of creative ads to amplify the message of #blue visually.
 * 3) **Corporate Outreach** - While the above two will create awareness #blue. To get to the root of the problem corporations and business will have to be incentivized to become a part of the movement and create more eco-friendly products.


 * Julia Nikola Kasatkin - j.kasatkin@gmail.com**

Laissez-faire. When Triangles are well defined and formed, choose the best: with clear vision, revenue promising, balanced team, fitting to the project's requirements, and up for the task. Lifebushido's guidance is great. Thank you.


 * Luke Mohan - lukemohan@gmail.com**
 * I would first e-mail the applicants and ask for (in two days time) a one to two sentence description of why they want to be involved in the project, as well as one to two sentences describing a unique perspective or idea they have for the project. Judging by response times and the sincerity and clarity of their answers, I would narrow this group down to 20 people. At this point, I would ask the 20 applicants for a resume in the next couple of days and a phone interview within a week. Judging again by response times, evidence of interest in fields relating to the project, and social and professional skill and experience, I would then select the final three applicants.


 * Graeme Cox - rgraemecox@gmail.com**
 * I would try and make the process as simple as possible. I would filter for individuals with entrepreneurial passion. This will indicate that they have desire to really take on this challenge. Next, I would look to see if they have relevant job experience. This could be in finance, operations, accounting, logistics. Anything that could be helpful in the process of getting the project off the ground. Lastly, I would talk to individuals that have met the last two criteria to ensure they have passion in fighting climate change. This could be in volunteer experience or work experience. Everything in life comes down to how much you care, or believe in something and this is something that certainly applies to that principle.


 * Asmita Kulkarni - kulkarniasmita@ymail.com**
 * Firstly, I would send a webinar invitation to all the applicants via email to explain what would be expected from the applicants and a bit about the company's culture. Those who attend the webinar would be asked to fill a doodle poll to see if they fit in the criteria and the types of people I am looking for such as education, location, experience etc. This will narrow down to applicants that fit the criteria, as well as who genuinely want to work with us. These applicants can then send in their resumes and cover letters. Then I would conduct Skype interviews to finalize the top three applicants based on their merit, the value they can bring to the company, and their personality/communication abilities.

1. 1st Round: (5 days - 3 to submit, 2 to evaluate) a. All applicants must submit their resume and a 30s video that answers the following questions: i. Who are you? ii. Why do you want to save the ocean? iii. Why should you be selected? b. This process provides a vivid view into applicant personality, creative skills, resourcefulness, and provides preliminary indication of realistic commitment to project and affinity with cause. The task also will indicate competency in video production, a “key activity” identified by the business canvas. c. From 1st round 10 applicants/teams w ill be moved forward 2. 2nd Round: (3 days - 2 for interviews, 1 for evaluation) a. Part 1: 45 min Skype interview i. Key Questions: 1. Why are you the best fit? (elevator pitch) 2. Why #Blue? 3. What do you see as most important activity on business canvas? 4. Behavioral questions focused on past success ii. This interview is focused on determining business skills/acumen of candidate. Do they have the underlying foundation necessary for success. b. Part 2: 1 page document utilizing the business canvas i. Key Questions: 1. Which activities would you prioritize in the first 6 months? 2. How would you validate the business model? 3. What adjustments would you make to the canvas/funding distribution? ii. Opportunity to evaluate entrepreneurial skills, problem solving methodology, business acumen, and project knowledgs. c. From 2nd round 5 applicants/teams will be moved forward. 3. 3rd Round - Virtual Option: (2 days - 1 for interviews, 1 for evaluation) a. 1 hour Skype interview focused on “culture fit” i. Key Questions: 1. What are the key values of a successful team? 2. When have you worked with a team on an ambiguous problem? 3. When have you dealt with a difficult teammate? 4. More behavioral questions focused on emotional intelligence and communication skills (presentations, etc) ii. Given the small team size, it is imperative to identify the best combination of members who not only complement each other’s business skills, but also each other’s personalities. They will be building the culture of this venture as they work. As such, a robust foundation of values will be imperative to the short and long term success. b. From 3rd round identify final 3 members. 4. 3rd Round - On-site Option: (2 days - 1 on-site, 1 for evaluation) a. 1 hour individual interview focused on “culture fit” i. Key Questions: 1. What are the key values of a successful team? 2. When have you worked with a team on an ambiguous problem? 3. When have you dealt with a difficult teammate? 4. More behavioral questions focused on emotional intelligence and communication skills (presentations, etc) b. 1 hour “team exercise” i. Even a simple exercise such as building the largest tower possible out of scotch tape and a bendy straws will illustrate the natural inclinations of each candidate in a team based setting. c. Given the small team size, it is imperative to identify the best combination of members who not only complement each other’s business skills, but also each other’s personalities. They will be building the culture of this venture as they work. As such, a robust foundation of values will be imperative to the short and long term success. d. From 3rd round identify final 3 members Process is designed to be fast paced and multifaceted to simulate the activities/pace of the new venture. It will test applicants ability to keep up with a heavy workload as well as their potential for success, affinity with the cause, and cultural fit.
 * Logan Lally - llally@alumni.nd.edu**


 * Percy Holtzman - pholtzma@lion.lmu.edu**
 * 1) Send an email out requesting information about the individual and a link to schedule a phone call.
 * 2) Send questionnaire (possibly in first email)
 * 3) Find out availability (long term) and weekly hours from individual over the phone as well as other relevant info.
 * 4) Narrow list
 * 5) Group individuals into categories
 * 6) Second phone interview
 * 7) Pick one in each category

30 minutes 1. Create 5 random groups of 20 candidates 2. Filter out and eliminate all the big Nos. Candidates who aren’t right based on your gut feeling. At least 2 per group.
 * Florence Turiaf - florenceturiaf@gmail.com**

30 minutes 3. Send remaining candidates a fun challenge to accomplish within 24 hours of receiving your email. “Reduce the use of single plastic bag or plastic bottles in your neighborhood and send proof of what you’ve accomplished. Use the results of this challenge later for step 6.

5 hours spread over 5 days if need be 4. Rate each candidate on a point system based on 5 capacities/qualities for the job: Past success, affinity with the cause, commitment, potential to lead projects, communication. 3 pts=Amazing 2pts= Good 1pt= Decent 0pt= Zero

1 hour 5. Select top 10 candidates based on totals, top 15 if lots of ties 6. Evaluate candidates’ responses to the challenge in step 3. If they failed to complete it, they’re eliminated. 7. 5 extra points to everyone who did amazing with the challenge

30 minutes 8. Select top 5 based on points 9. Choose top 3 with your gut.

10 minutes 10. Notify candidates. 11. Congratulate yourself! You did it!