Want to get down to details to understand our recruitment process further? Welcome!

Screening of your application

Our recruitment processes range from 20 to 300+ applications. 

No cover letter but a motivation

We don't ask for cover letters. They have low predictive ability for work performance, they are time-consuming for you, they make us subject to bias, and the list goes on. 

We have a question instead where you can write a short motivation for your application.

Recruitment tests

Once you have sent your application, depending on the recruitment process, you will receive recruitment tests or not. The recruitment tests are great for us to remain unbiased in our selection. Depending on the recruitment, we will value them differently:

Is it a role where we ask for specific experience/skill? Your CV will weigh in heavier than test results.

Is it a junior role where we look for potential or an analytical role? Your test results will weigh in heavily.  

Is it a leadership role? A combination of both CV and test results will weigh heavily. 

Is it a recruitment process where we get a lot of applications (100++)? Poor test results can exclude you from the selection. 

Rejection 

Rejection in the first stage is never fun as we are unable to give all applicants detailed feedback. If you reach out, we can try to provide more details. We aim to get back to you within 14 work days of your application. Or if you are asked to do recruitment tests the 14 days start to count from when you do them. 

Video screening

If you get selected, the next step would typically be a video screening with a member from People & Culture. The call aims to rule out if you fill the basic experience we ask for, cultural add (we want to give you insight into our culture, and if you can add something to the team you are to join), and practical information such as location, salary, and start date. 

Competency-based interview with hiring manager

We usually have around 1-5 candidates at this stage. You get to meet the hiring manager, and maybe another manager or team member where we deep-dive into your experience, competencies, and suitability for the role as well as team-add. 

Our ambition is to share beforehand what competencies we will focus on but it's sometimes challenging. 

Rejection at this stage will be sent by e-mail, and we share more details as well as offering to set up a call.

SBR-model

When asking questions about competencies, we try to use the SBR-model. We ask about Situation, Behaviour, and Result. If the competency we are talking about is Organisational Ability, SBR questions could look like this:

Describe a situation when your organizational ability helped you to get through a challenge. How did you act/behave in that situation? What's the result of your action/behaviour?

We are not assessing your memory so take your time. 

Case interview

This is typically our final stage in the process, you are likely competing with 1-2 other candidates. We design a case that requires preparation, usually a few hours, that you later present in a meeting. Case interviews, alongside recruitment tests, have higher predictive ability and we think it's a great opportunity for you to showcase your skills.

Offer stage 

At the offer stage, you get to ask all your final questions and we lay forth a formal offer including salary, start date, and a benefits overview. We aim to give you time to consider the offer but if we have more candidates in the loop, we ask you to get back soon.

Celebration and pre-boarding

Did you make it here? Then you consist of the 0,5% that made it all the way. 0,5% is the number of applicants that converted to Hired looking back at stats between 2020-2024 across all jobs and locations worldwide. Applaudes to you. We will now start sending you info before you start, and if you are lucky we might have some festivities you can join in on. We are looking forward to you joining us.

That's usually it. We sometimes decide to change the process based on Hiring Managers' or Candidates' wishes, we are flexible like that. If you are eager to know more, you are always welcome to ask during the recruitment process. And remember this is subject to change - the process will likely not be the same in 5 years.

Thank you for reading!