What can you expect from a hiring process with tb.lx?
What inspired tb.lx’s hiring process?
Applying for a new role can be a nerve-wracking experience. From updating your CV to be as position specific as possible, to preparing for a job interview and perfecting your responses to key questions. We have all been there, so when creating the hiring process at tb.lx, we focused on how a candidate feels and experiences the recruitment process.
Our goal in developing our hiring process, was for it to be as people-centric, efficient, and straight forward as possible. We want candidates to get to know us closely, and we want to see them shine, based on their unique skills, personality, and experience. This process is really about getting to know our potential new tblxers in an authentic way, that speaks to them and gives them as many insights into their possible future at tb.lx as possible.
What can our future candidates expect from us if they choose to apply for one of our open roles? Keep reading to find out!
The first contact: our job ads
A potential, new tblxer’s first contact with us will start when they read our job ad for the first time. Our job ads include a role-specific, detailed profile, that is a combination of the technical requirements needed for the role, and the leadership and soft skills needed, depending on the level of the role. This is included so that candidates can easily see what we are looking for, and to see if they are a fit.
The design of our job ads is also intentional, so that candidates can really visualize what their experience with tb.lx would be like day-to-day. This is why we open with a full description of the role in detail and the various day-to-day tasks candidates might experience if they are hired, so that they can analyze if the role and the environment is the right fit for them, before clicking apply.
Each job ad also outlines further role-specific criteria and needs, as well as some of tb.lx’s key cultural values, so that applicants can understand what we are fully looking for, in filling a specific role.
From application to interviews — how does our process actually work?
Our recruitment process has three to four steps, that are adapted on a case-by-case basis, to the exact needs of each role. Our process is meant to be as linear as possible — meaning that it was designed to be intuitive and easy-to-follow for both candidates and our hiring team. It is intended to be both a smooth, enjoyable experience, as well as a challenging one, that motivates potential new tblxers to want to continue through the process, to get to know us at a closer level. Because of this, we always give our candidates transparent feedback, at every stage of the process they are in — so that they know what to expect from us and how they are performing. We know that recruitment is a two-way street and is equally an opportunity for a candidate to get to know tb.lx, and for tb.lx to get to know a new talent.
The first stage of our process is a Talent Acquisition screening with our Talent Acquisition team. The goal of this first contact is two-fold; it is meant to introduce candidates to tb.lx on a closer level, for them to learn more about what we do and how we do things, as well as giving them the chance to show our recruitment team how they work, by diving into their experience and background, as well as what motivates them about the role and potentially joining tb.lx.
The next stage in our process is the technical assessment, which can be either a technical challenge or technical interview (or both depending on the role). This part of the process can take on a couple of different forms and include a couple of different sessions. The possibilities include a take-home challenge, a system design interview, or a deep dive technical interview, conducted by colleagues with expertise in the skillset being assessed. For non-technical roles, this phase may feature a take-home challenge, designed to analyze their skills in the area they are applying for. During this phase our team will analyze the interviewee’s role-specific expertise and knowledge, and how it fits into the role’s requirements.
The final stage in our process is the cultural add interview, which takes place with a member of tb.lx’s leadership team. This stage of the process helps the team understand what our potential new tblxer will add to our culture, and how they will fit into it. During this interview, there will be more of a focus on how an applicant’s values, personality, diverse background, and unique way of thinking, aligns with our core values, and helps us to challenge the status quo and seek innovative ways of doing things, for us to keep advancing in our field and mission. This stage of the process also helps us understand why tb.lx is a match for this person, and why they want to work with us, specifically, over another company.
Throughout the entire process, we aim to give candidates quick, transparent, and constructive feedback about their performance, and ask them to do the same for us. Our goal is that our recruitment and hiring process is one of continuous learning for us and everyone we get the chance to meet, so that all parties involved can continue to improve and grow. We want to show you from the first contact with us, what you can expect from tb.lx and how we live our values every day, right from the beginning.
For more on our hiring process, please watch this video with our Chief People Officer, Sara Gorjão, explaining the process in more detail.
To check out our active job ads, head over to our LinkedIn page or our career site.
This article was a collaboration between tb.lx’s Talent Acquisition Lead, Ana Belo and tb.lx’s Employer Branding team. 🚛🌿
