This pandemic found us totally unprepared and, at first, we went through tough times. What we know now is that the unpredictability is here to stay for a bit longer and there is no room for error, but the opportunity is always there. The good news is that you are 100% tech and made to solve 21st-century challenges, so it will be easy to get used to this “new normal” by reinventing the business model, your stakeholders, tools and knowledge. The show must go on!
If Lisbon was an option for your team and you were planning to move here before, today that can be one of the smartest answers for your business feasibility. A tech paradise where you can have a work-life balance in the same time zone as London.
Softlanding helps you start a tech company in Lisbon from A to Z and takes care of all the processes remotely (and the truth is that there is no other option nowadays) so you don’t have to worry about anything except your core business. But all that only makes sense if you have a dream team on board working alongside you. That’s why we developed a rigorous and effective process to select the perfect candidates that will be your future Lisbon tech team. Hiring a new person requires some effort, finances and also time effort selecting the right candidate, so the process should focus essentially on two major components: cultural fit and tech skills.
At Softlanding the pipeline of candidates is gathered through our recruitment platform Landing.Jobs and privileged knowledge of the market, who can fit into your team.
Most companies we work with like to carry on the recruitment process by following these steps:
#1. First Interview – Video call between the CEO or lead of the department and the candidate to determine if they would fit in the company’s culture.
#2. Technical Challenge – This stage varies a lot from company to company, it can be a code challenge that the company assigns to the candidate or a partners’ exercise with another developer in the team on a call or, in some cases, half a day of work alongside with the team.
#3. Debriefing – Q&A session between the tech team and the candidate to evaluate and understand their decision-making process when solving the Technical Challenge.
#4. Proposal – If it makes sense there will be the last conversation between the candidate and someone more high-level within the company as a CEO or CTO to present the proposal.
We look for candidates not only focusing on their academic path but especially on their experiences, like online courses, which demonstrate the candidate aims to stay updated with the market, and side projects, that show they don’t program to live, but they live to program.
The team’s feedback for the candidate is crucial in this step. In such a competitive market as this one, if a candidate applies for an opportunity and invests their time to get a position and doesn’t get the offer, they should still earn something from it. Try to leave a nice message describing why they didn’t get the position and what they can do to improve in the future. This point is very important, as it helps the company to strengthen its brand.
Besides interesting financial conditions, candidates are increasingly looking for opportunities that will allow them to grow in their careers. Perks like remote working are huge (and again nowadays it’s more and more an option), team events, and the opportunity to attend industry conferences or participate in important decisions for the company will be crucial for a candidate to consider your offer in the future.
In many cases, the candidates end up choosing the companies and not the other way around so, having a simple, effective and transparent process and subsequently creating a proposal that allows candidates to have a work-life balance turns out to be fundamental.
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