For more than a year now, Anička has been recruiting new Applifters, among other things. That's why we decided to talk to her on this topic. We reveal to you what our process looks like and much more. What is Anička interested in during a recruiting meeting or a call? How do candidates react to some of the information? Read the details in our interview.
Anička, could you please describe the recruiting process here at Applifting?
We try to keep our job interviews as short as possible. Once we recieve a CV, we call the candidate and talk about basic things important to both parties. Cultural fit is one of those things, for example. As we are a free company, we look for like-minded people. It's important to us to get along personally, not just professionally. It's also the reason why we don’t do active sourcing. We do the opposite, really, we try to do everything to make sure the market knows about us so that candidates apply actively because they like what we do and how we do it. And, of course, we also talk about the types of projects we work on, our hybrid teams, or their financial expectations (as well as coffee at our offices :-)).
The majority of programmers who apply have a repository on GitHub, so there is no need to ask any complex technical questions. If their repository isn't public and we feel we’re on the same wavelength, we send them a task. We deliberately do not set any deadlines in order to check the candidates approach to it.
We don't want to bother our candidates with a lengthy multi-round recruiting process, so with some of the positions (specifically Java and TypeScript), we decided to do just two rounds. There is no task, and we test their knowledge directly during the interview in the form of so-called pair programming.
During the pandemic, we do our interviews primarily online, but we are happy if a candidate is willing to come in person at this time as well.