Digging into Moka Recruitment Process

In the first half of 2019 alone, Moka has hired 400 new employees. We didn’t shoot this number without apparent reasons. We are looking for a lot of talents that can help us to build our product, help us with operations, talents who are #EmpoweredToGrow.

Why is Moka always hiring?

Because the company is constantly growing. Our business is getting bigger, the product is increasing from time to time, the feature of each product is branching out from one update to other updates, and the market is also expanding widely in a short period of time. Hence, Moka is always hiring as we always need more and more preeminent talents to help us reach our vision in empowering businesses to sell and grow.

At Moka, we divided our recruitment process into business recruitment process and tech recruitment process. Business recruiter covers sales, marketing, people, operations, product, and program. Whilst tech recruiter covers software engineers, site reliability engineer, quality assurance, software engineer in test, data, performance engineer, and database administrator. The steps are quite similar, but since both roles are naturally different, let’s just dig into the recruitment process, shall we?

1. First, CV screening!

This might sound boring, but hey it’s one of the important steps of a recruitment process. Both business and tech are going into a CV screening. Now the question is, what do recruiters see from a CV? Your experiences. But it’s just the experiences, what can I do wrong with that?

Cheatsheet: You need to make sure you have read the job requirement — really, really carefully. After that, only put suitable experiences according to the requirement. Don’t put something that doesn’t match. Simple. Be detail on what you’ve been working. For instance, for engineers, write down what stack do you usually use on what project. If you’re a fresh graduate and applying for an engineer; write down your programming language.

2. Next, phone Interview

We do phone interview on all recruitment process, both business and tech. What do we ask? Basically, we want to know your background better. We want to know how fit is you with our internal culture. So how do you make yourself noticeable and appreciated for the value you entails?

Cheatsheet: Tell us what are the tasks you usually do, what challenges have you faced before, and how did you overcome it. Narrate your current job desk adequately, not less, not more. Be confident to promote yourself. But not too much!

3. Here comes the assignment

This step, of course, will be vary based on each role and department. Not all role go through this step, though. But what certain is, we give an online technical test for tech candidates and study case presentation for business candidates. The objective? We want to measure how fit is your skill with your future day-to-day job.

Cheatsheet: There’s nothing besides… Do your best and show your best potential! :p

4. The final step: interview process

Our interview process might different for one position to another. One might only need to pass the one interview, others might be screened into a third-round interview. But what certain is, the team or user will definitely meet you in an interview. In this step, the team wants to know whom they’ll be working with. They will seek deep about your skill and how do you work. Psst, they might also want to find chemistry between you and the team. Can you blend well with the conversation? Are you someone who are they really seeking?

Cheatsheet: Be on time. You don’t want to be late on your interviews. Control your attitude. Remember, first impression matters! Do research about the company. It would be really nice to know that our candidate does an extra mile! (Dang, this is important). Let us know that you have a real intention to be part of the team.

5. Lastly, hiring decision

As the saying said, “do your best and let God do the rest”. Good news, bad news, all will be informed by our recruiters. Just wait for it.

Cheatsheet: Just… pray.

Building a successful tech company is not how good your product is or how much income has you secured. Investing in good talents plays a crucial part to achieve that part. Hence, we want you, someone who #EmpoweredToGrow to join the team and strive to excel. Visit career.mokapos.com to see many, many career opportunities at Moka!