How Do We Hire?


Overview

Our efforts are to collaboratively determine whether joining KAI is a good fit, and allows both the employee and KAI to make a thoughtful and informed decision. Our process is designed to allow the individual to gain exposure to all aspects of the company and working environment.

The graphic below is intended to provide a more in depth look at how candidates typically proceed through our hiring process. However, hiring does not always take place in this manner. As such, this graphic does not reflect a strict policy, but rather serves as a guide providing more insight into the care and effort we put into the hiring process.

Typical Process

A diagram of our hiring process. It starts with conference calls, office visits, email communication, video conferences and university visits to match interests with career opportunities. Applicants learn about the consulting environment and consider our unique qualities. The next step, we ask them questions generated by our staff to understand personal characterisitcs to promote staff awareness and interests. Then, one-on-one sessions, video conferences and presentations are made by the applicant, as well as a final interview are made with the applicant. A staff open discussion occurs and the decision is made. Welcome to Kittelson!

Regardless of how we are introduced to candidates, we aim to expose them not just to KAI, but to the entire breadth of opportunities that exist in the transportation profession. We believe that candidates should take full advantage of the wide range of career opportunities in front of them early in their search process.

We encourage candidates to treat the interview process as their own by asking questions and evaluating the prospective employer just as the prospective employer would the candidate. Informal office visits and meetings with small groups allow the candidate to experience the working environment first hand and interact with individuals at all levels of the firm.

The formal interview allows the candidate to meet staff from all offices (via video conference) and often includes a ten to fifteen minute presentation. The presentation is conducted over lunch and focuses on a topic chosen by the candidate. Candidates are often asked to prepare written responses to questions prior to the formal interview. The responses to these questions help us gain additional insights into the candidate's interests, characteristics, values, and background.

While this process may involve more time and effort than that of a typical firm, we believe this multiple-interaction-with-multiple-people approach is the most effective way for enabling the candidate and ourselves to make an informed career decision.