Our recruiters will look through resumes on our database to find candidates with the right skills and experience for you.
Once found, our recruiter calls the candidate to invite them to join our recruiting process.
The test checkout how the candidate's self- management and problem-solving capabilities, not what they know yet. This has turned out to be an excellent tool to identify candidates who really delivers.
Quick, one-on-one phone interview to check the level of spoken English and the capabilities to communicate complex ideas
One of our engineers screens the candidate in a 30-min call to determines basic technical knowledge and whether we should move to the second technical interview. Also, we check how he manages a remote meeting.
On this point, one of our engineers, and an expert in your area interview the candidate. For example, if you are an intech we invite some of our advisors with a finance degree to detect the experience, abilities, or knowledge that brings an advantage to your team. In this interview, we check the candidate's depth of knowledge in technical areas.
The task is either a pair programming test for developers or a test task for manual testers is as close as possible to a typical working environment. The candidate may search the web for information, ask questions, or talk to their pair partners. In addition to their code, during this 90-minute session, we observe how the candidate works in teams, how they evolve their ideas, how fluent they are using their favorite tools, etc.
Everybody who's had contact with the candidate gets together. They grade the candidates on their tech skills and cultural fit.Here is where your team is chosen.
Candidates who were elected up are contacted to come to agree on an offer. Then the official proposal is sent.
Once the offer is accepted, arrangements are made for the new developer. This may include relocation, temporary housing, etc. Before the new team member shows up at the door, we get their equipment ready, accounts set-up, etc.