Landing a job at your favorite dotcom requires competence, skill and tech savvy. But according to Andres Rodriguez, Co-Founder and President of Abuzz, it also requires kindness. "There is so much pressure here, if there is one real jerk, it can really ruin things." That’s why he looks for smart employees who also can get along in Abuzz’s "brutally honest" environment. "We encourage everyone to treat each other as peers," says Rodriguez. The flat hierarchy that characterizes the Abuzz world is vital to the organization’s success and flexibility.

Up until 1999, Abuzz sold enterprise software called Beehive that enabled collaboration. In July, The New York Times acquired the company to turn the Times’ existing subscribers into an engaged community. Abuzz technology is currently generating dynamic communities on Times Company Digital Web sites such as WineToday, Boston.com, NYToday and The New York Times Learning Network.

Located in Cambridge, Massachusetts, close to some of the country’s most esteemed universities, Abuzz has its pick of new grads from the likes of Harvard and MIT, and receives about 50 resumes a week. Recently, the company was voted as one of the top places to work in Boson -- not only because it’s a cool company operating in the thick of Web-based technology, but also because of it’s unique environment. Rodriguez calls the office "architecturally pleasant" -- bricks, beams, high ceilings, and as few cubicles as possible. Fun and whimsy characterize the space as well, which is filled with oversized beanbag chairs, stuffed monkeys hanging from the ceilings and file cabinets, and Nerf guns.

Like many dotcoms, Abuzz has its share of quirky office rituals. The company’s weekly 45-person staff meetings center on a key theme or question, such as what is the essential property that has made the Web an overnight success? Rodriguez says that during the meetings they gather around a large flat-panel TV, which plays AbuzzTV. Abuzz TV is an hour-long program -- developed by the marketing department--that showcases the company’s site stats, how the company compares to other sites, plus fun items like internal jokes and corporate lore. "Dotcom companies need a window to the world they are serving," says Rodriguez. Unlike traditional brick-and-mortar companies, Web firms don’t have direct contact with the millions of surfers out there, he observes. "But the TV show is a window to the outside world."

The interview process at Abuzz is rigorous. First, resumes are carefully screened, and if an applicant makes it past that hurdle, the person is brought in to meet one-on-one with someone from the company. If they are applying for a technical position, the applicant is tested. If a candidate does well in the first interview, they are brought in for a second interview, in which they meet with four or five Abuzz employees -- generally people who they will be working with if they are hired. Each of the five people has a theme, such as honesty, initiative, tech skills and teamwork, which they are asked talk about. The second interview has two main goals. First, every person who interviews the candidate must agree that the person should be hired -- it’s all or nothing. Second, the interview should give a potential employee a good sense of who they will be working with.

Rodriguez knows exactly what he’s looking for when a candidate walks in the door. "You must have competence in your area of expertise -- whatever it is, whether you’re a good marketer, a good developer, whatever. It should be immediately obvious to your peers," he says. Next, and most surprisingly, Rodriguez looks for kindness and the ability to work with a tight-knit group. And finally, the person must be reliable. "You need to deliver on what you say you are going to deliver," he says.

But to shine in an interview, you must also demonstrate personality. "The biggest thing that will get you in is making a strong impression with your personality," says Rodriguez. For example, if you’re interviewing for a customer support position, you should be adamant about protecting the customer and let that passion come through in the interview. "Be articulate and don’t be shy," he adds. And whatever you do, don’t be pretentious. "The person must be earnest and come across as naturally smart in the interview. If the resume sounds non-straightforward, that just kills them," warns Rodriguez.