Scouting for Talent

Managing and maintaining EAAS is no easy feat. Tribute of the Talon (ToTT) employees must uphold absolute secrecy about ToTT's foundations to prevent cyber attacks and misuse, all while performing their duties flawlessly. A single mistake could result in their memories being erased or altered, leaving them with no recollection of ever working for ToTT. 

That being said, how exactly does the recruitment process work? What steps does ToTT take to ensure that data breaches and cyber attacks never occur? Let's break it down, shall we?

Candidate Selection Process  
⌕  Derived from RECP 1203-1.39

‣  1.1. Galactic Search Begins
During the hiring period (August - December), ToTT initiates its candidate search by categorizing candidates based on their respective galaxies. Each galaxy is treated as a distinct unit to manage the vastness of the universe and locate candidates within manageable regions. 

‣‣  1.2. Sets and Rotations
Each hiring rotation focuses on a specific set of galaxies. The set may be selected based on ToTT's current needs, the expertise sought, or other strategic considerations. For example, during one hiring period, EAAS may focus on galaxies known for advanced AI research. In another period, they may target galaxies with expertise in astrophysics.

‣  2.1. Iterative Selection
Within each galaxy, EAAS employs sophisticated algorithms and AI-driven systems to conduct an iterative search process. Billions of broad searches occur every minute to scan for viable planetary systems, taking into account their level of technology, science, and contact with other planets. Type 1 systems or higher are preferred, as this ensures that candidates are familiar with the latest technology and are acclimated to the outside world.

‣  3.1. Filtering Down Candidates
The search narrows down from galaxies to individual planets, further refining the search process. EAAS typically uses information available on the public domain (referrals or references from trusted sources, public profiles on professional networking sites, achievements or honors, criminal records, etc.) to conduct a work-related evaluation and criminal background check. Supervisors or higher may also use the refined data to compose recommendations of candidates of whom they believe to be qualified.

‣‣  3.2. Anonymized Screening Process
The screenings are always anonymized to protect each candidate's privacy and identity (using codes and unique identifiers). Access to personal and private data, such as phone records, personal emails, or social media accounts is not part of the evaluation process and is considered a breach of privacy.

‣  4.1. Data Encryption and Security
All candidate data, including recommendations and evaluation results, are stored and transmitted using the highest level of encryption and security protocols. Access to this data is restricted to essential personnel only (Supervisors+ and Elite Team members).

‣  5.1. Complex Criteria and Scoring
Candidates are scored against a comprehensive set of criteria, including technical expertise, adaptability, discretion, and other factors relevant to ToTT's requirements. A simplified version of ToTT's multi-dimensional scoreboard—used to prioritize candidates—is shown below:

‣‣  5.1.A. Cultural Fit (Weight 40%)
The candidate is compatible with ToTT's culture and values, and it is shown clearly in their work; the candidate also aligns with the company's mission and goals.

‣‣  5.1.B. Skills and Qualifications (Weight 30%)
The candidate possesses an advanced level of education and holds a certification issued by the Galactic Certification Consortium (GCC), or any verifiable equivalent, pertaining to their primary field of study. The candidate also displays administrative, technical, and soft skills, as well as good work ethic and positive work habits.

‣‣  5.1.C. Notable Experience (Weight 20%)
The quality of the candidate's previous work, if any, (assessed through a portfolio or references) is commendable; the candidate has years of work experience in their primary field of study.

‣‣  5.1.D. Interview Performance (Weight 10%) Assessed Later
The candidate is enthusiastic, displays great communication, and is able to answer questions effectively. They also showcase great love and passion for their work.

• • Though this criterion is weighted lightly, it allows interviewers to gain a better understanding of the candidate beyond their qualifications. This score is often the determining factor during the final assessment phase.

‣‣  5.2. Score Calculations
Below is an example of how candidate scores are calculated. Note that all candidates receive a default Interview Performance Score of 10 until their interview takes place (assuming they reach that stage).

𖤍  Candidate A
Cultural Fit ⇒ 8/10
Skills and Qualifications ⇒ 8/10
Notable Experience ⇒ 9/10
Interview Performance ⇒ Default
Overall Score ⇒ (8 * 0.40) + (8 * 0.30) + (9 * 0.20) + (10 * 0.10) ⇒ 8.4

𖤍  Candidate B
Cultural Fit ⇒ 9/10
Skills and Qualifications ⇒ 10/10
Notable Experience ⇒ 9/10
Interview Performance ⇒ Default
Overall Score ⇒ (9 * 0.40) + (10 * 0.30) + (9 * 0.20) + (10 * 0.10) ⇒ 9.4

‣  6.1. Candidate Shortlisting
After extensive searching, EAAS compiles a shortlist of approximately 10-15 candidates per galaxy. These candidates are considered the most promising individuals based on their scores and recommendations (if any).

‣  7.1. Manual Approvals/Security Clearance Assignment
After the shortlist of candidates is generated, a select yet large group of cleared individuals within ToTT (Supervisors+ and ET members) conduct manual approvals. This reduces the shortlist to about 3-5 candidates per galaxy. The approved candidates are then assigned or awarded an appropriate security clearance level based on their previous work evaluations. (Being approved in this stage does not mean the candidate will be hired.)

‣‣  7.2. Clearance Award Process
The assignment of clearances is distributed across ToTT by Supervisors or higher. It follows the given hierarchy (this information is also located in a separate article on EAAS Clearances). Note that some clearances can be awarded without approval depending on the person assigning the clearance and the type of clearance being assigned.

• Because Irthos (Level 1) clearances are the most secretive, only members of the Elite Team have the authority to assign them to candidate profiles.

• As the second most secretive clearance, only Elite Team members and Administrators with approval by a member of ET can award Exodius (Level 2) clearances.

• Zephyrus (Level 3) clearances can be awarded by Elite Team members, Administrators without approval, or Supervisors with approval by an Administrator.

• Irlon (Level 4) clearances as well as Nyndron (Level 5) clearances can be awarded by Elite Team members, and both Administrators and Supervisors without approval.

‣  8.1. Interviews Commence
After the approval and security assignment process is complete, ToTT initiates interviews with the candidates. Secure and encrypted communication channels are used during any and all contact.

‣‣  8.1.A. Preparing for the Interview
Approved candidates are sent encrypted emails containing detailed information about ToTT, including its objectives, a potential job offer, and any documentation they may need for an in-depth interview. If the offer is accepted, the candidate will receive public information and resources about ToTT, as well as a set of instructions for scheduling the format of their interview. If the offer is declined, or they do not respond before the deadline, they are immediately and automatically removed from the candidacy pool.

‣‣  8.1.B. During the Interview
When contact is made, a panel of interviewers (usually Supervisors or higher) provide essential information about the nature of the ToTT without disclosing classified details. The interviews are either conducted in classified, virtual environments or physically at discreet locations (depending on how the candidate scheduled their appointment). Each interviewer assesses the candidate's performance on-the-fly to generate an individualized Interview Performance Score.

‣‣  8.1.C. After the Interview
After the interview is complete, the candidate is dismissed and the interview panel reviews the candidate's performance. Each interviewer's score is soon discussed to create a collective, final Interview Performance Score. The candidate's overall score is then recalculated (as shown below) and a decision is made regarding whether to proceed with the candidate or not. An overall score of 8.5 or higher is considered hirable. Individuals who do not meet this mark are informed of their rejection at a later date.

𖤍  Candidate A
Cultural Fit ⇒ 8/10
Skills and Qualifications ⇒ 8/10
Notable Experience ⇒ 9/10
Interview Performance ⇒  7/10  
Overall Score ⇒ (8 * 0.40) + (8 * 0.30) + (9 * 0.20) + (7 * 0.10) ⇒ 8.1
Mark Not Reached - Candidate Rejected

𖤍  Candidate B
Cultural Fit ⇒ 9/10
Skills and Qualifications ⇒ 10/10
Notable Experience ⇒ 9/10
Interview Performance ⇒ 7/10
Overall Score ⇒ (9 * 0.40) + (10 * 0.30) + (9 * 0.20) + (7 * 0.10) ⇒ 9.1
Mark Reached - Candidate Accepted

‣  9.1. Candidate's Final Decision
Candidates who pass the interviews are informed of their acceptance and provided with detailed information about their selected role, estimated salary (converted to their home world's currency), and associated security requirements. At this point, they are given the opportunity to either accept or decline their involvement before moving onto the next stage. 

‣  10.1. Orientation and Training/Clearance Activation
Candidates who officially accept their job offer participate in various, brief orientation sessions to learn about ToTT protocols, security measures, and their roles and responsibilities. They also undergo an extensive (paid) training program specific to their role + the security clearance awarded to them during the earlier approval stages. The training program takes place at a premier resort located on Etheris (?). Transportation, living accommodations, and leisurely expenses are all covered at no cost to the trainee.

‣‣  10.2. Staff Training and Support Program (STSP)
The training program consists of a thorough review of all EAR security policies and regulations, accompanied by cybersecurity training, scenario-based training, documentation training, information handling, a psychological/behavioral assessment, and lots more. Individuals also have access to a dedicated support team throughout the onboarding process to assist them with questions/concerns. 

• Depending on the type of clearance, the training program can take anywhere from 3-7 weeks before said clearance is activated (vacation days included).

‣  11.1. Getting Everything in Writing
Upon successful completion of the training program, new employees are required to sign a multitude of agreements before becoming an official ToTT employee. Among these documents is: 

• A Preliminary Agreement, which serves as an introduction to the list of agreements the employee will be required to sign. It also confirms their understanding of potential legal consequences (should they violate any EAR protocols).

• A Privacy Policy Agreement, which allows EAAS to monitor the employee's activities while accessing the database and using its staff tools. It also grants EAAS access to the individual's location, IP address, microphone, camera, storage, and contact list. 

• A Nondisclosure Agreement (NDA), which simply prohibits the selling, sharing, or alteration of information, specifically confidential or classified information. It also prohibits the employee from hacking or attempting to hack the database.

• A Station Selection Form (SSF), asking if the employee would prefer to work remotely (from their home world) or physically at one of ToTT's headquarters (stationed on one of several planets). Choosing the latter option would require them to move to the planet where that HQ is located. 

‣  12.1. Ongoing Monitoring
Once onboard, new employees receive their official access credentials. Employees are subject to continuous monitoring to ensure they remain compliant with ToTT's security protocols, and are also required to complete STSP every 5 years. When an employee violates any of ToTT's policies, intentional or otherwise, it results in a strike and corrective action. A third violation results in immediate termination, blacklist, and memory alteration.

‣  13.1. Cosmic Recognition
ToTT has consistently attracted the brightest minds and most accomplished professionals from across the universe. ToTT's rigorous selection process is renowned throughout the cosmos, and its employees are thus held in high esteem.

‣‣  13.2. Benefits, Benefits, and More Benefits
Employees of ToTT typically enjoy a salary between ₪ 100,000 - ₪ 500,000 in Galactic Credits (GC), which is equivalent to $1,000,000 - $5,000,000 in US Dollars (USD). Employees also have access to world-class healthcare (for themselves and their families), paid time-off, luxurious living options, and robust security measures to ensure their work/identity remains protected.

Alright, You Can Breathe Now

...A lot of information, right? Well, that's to be expected of one of the most secure organizations in the universe. These steps ensure that individuals are fully prepared to contribute to ToTT and EAAS while upholding the secrecy that accompanies it.