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Number of job openings*: 55

Advice from Grace Soriano-Abad, senior director for global staffing, and Annamarie Dunn, senior manager, HR internal communications

Why are you hiring now?
Soriano-Abad: Just recently, we had a pretty significant hiring in our sales organization. We're very cautious with this economy, but we're still hiring for some key strategic positions. For that we're looking for people across all areas, including finance, IT, sales, and engineering.
Dunn: Anything that's critical to the company's growth and to make sure we can make it through this downturn.

What do you look for in new hires?
Soriano-Abad: We look for people who, in addition to having the technical savvy and educational background, will fit with the company's culture. We work in a collaborative environment, so an individual who wants mainly to work on their own probably isn't the right candidate here.
Dunn: And while we want people who work well with others, we also want very independent candidates who don't need a lot of guidance. All new hires create targets for what they want to accomplish in their first 30, 60, and 90 days.

Any red flags?
Soriano-Abad: It's important for people who come to NetApp to leave their ego at the door. If someone doesn't possess the communication and collaboration skills necessary to succeed, they probably won't be selected for the job.

Anything unusual about the interview process?
Soriano-Abad: Our interview isn't just a process of going through the points of your resume. It's focused on asking questions that are for figuring out someone's values and how they operate. For instance, we might ask a candidate to share specific examples of a time when their values were perhaps challenged and what they did. That's how we try to figure out whether someone has the integrity we're looking for.

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