How we hire: the Recruitee recruitment process
The rundown of your first steps with Recruitee
We’re always on the lookout for top-notch candidates who fit our culture, job requirements, and who are just as enthusiastic about working at Recruitee as we are!
Here’s a rundown of the steps we take to find top talent to join our teams.
Selecting CVs that stand out of the pack
We typically receive applications via our website, LinkedIn, email or referrals. Well-structured CVs that get the message across in a clear and concise way is what we’re ultimately looking for at this stage. We want to learn how a candidates’ background fits the open position, and how their passion, drive and enthusiasm makes them the right fit for the job.
Round 1: Phone screen
Once we’ve filtered through the CVs, we move onto the phone screening process to identify who to take through to the next round. Our phone screens focus on:
- Whether the candidate did their homework about our software
- Examining whether the candidate has a sincere interest in Recruitee
- Discussing salary expectations and availability
Round 2: Face to face interview
Selected candidates are invited for a face to face interview at our offices with the hiring manager. This is where we get into specifics about the candidates’ experience, knowledge and expertise. We also explain the role in detail, our goals and the benefits of working at Recruitee.
Round 3: Half-day trial with set challenges
Successful candidates are then invited to come back to Recruitee to take part in a half-day trial where we set them a task specific to the role their applying for. For example, a candidate applying to work in content would be given a timed written challenge heavily focused on seo optimization for instance.
Trial days are mutually beneficial. They help us to make a full round assessment of candidates, and enables candidates to get to know our teams better, and get a feel for how we operate on a daily basis. We aim to ensure that we always gauge the candidates’ interest level while at the same time confirming and reconfirming their pain points and reasons for wanting to pursue a new opportunity.
Closing the candidate
Once we’ve found the ideal candidate we enter the offer stage. We know that time is of the essence when trying to close a candidate in recruitment, so we first determine the salary, the candidates’ role and responsibilities, impact and contribution and when they can start the job.
Once we’ve pinned down that information, we move on to the exciting part of phoning the candidate and presenting them with the offer, not forgetting to sell the employment opportunity (again) and the allure of working at Recruitee.
That usually does the job!
To read more about how we operate at Recruitee, check out the following articles:
