How many and what type of specialists work for you?
Currently, our team in Bulgaria numbers about 85 people. We work very closely with colleagues from the United States, which makes our dynamics international but cohesive. Here you will meet people with vast expertise in back-end and front-end development, testing, business analytics, and devops. In short, a community of proven IT professionals.
What kind of people are you most often looking for and for what positions?
In recent years, we have been growing smoothly, and our teams are expanding proportionally. Usually, we look for engineers first, then testers, and so we assemble new teams or strengthen current projects. We also rely a lot on our internship programs. They allow us to mentor young talents who later adapt very naturally and easily to projects and colleagues.
How does the selection process typically work? What should candidates expect at an interview? Do you have tests, and if so, what?
Our process is in two to three steps, rarely adding unnecessary stages. After we receive an application, we talk to each other on the phone for a brief acquaintance. This is followed by a meeting in our office for a technical conversation, an on-site assignment, and getting to know the recruitment team. If necessary, we also have an online meeting with our colleagues from the United States.
How many interviews do you conduct and which managers are most likely to meet the candidates?
Our process is usually structured in 2 or 3 steps. It is important for us that the candidate gets to know directly the people from whom he will learn and with whom he will collaborate on a daily basis. Personal contact with them is the best way to build mutual trust from the first meeting.
How long does an interview and the entire selection process last?
The phone call is about 30 minutes – time for the first "hello". The meeting in the office lasts about 2 hours. This is the time when you also experience us – we want you to understand how we work, what the environment is like, and who people are. The whole process usually takes between 2 and 3 weeks, all the while keeping in touch and giving feedback. The main contact for the candidates is me, Vaska Sivkova.
What would you like to see in candidates during an interview? What would make a good impression on you?
We are looking for good communication skills, team spirit, and proactivity. We are sincerely happy when we see a person who wants to learn, is ready to share knowledge, and is not afraid to take responsibility for their work. Of course, technical preparation is important, but we assess its severity together in the office.
What would make a bad impression on you?
Nobody knows everything, and for us it is completely in the order of things to hear "I don't know." What will make a negative impression, however, is the lack of desire to learn or a passive attitude towards the unknown. Another important factor is the lack of preparation when the candidate has not even a cursory acquaintance with what we are doing.
At what stage is the issue of remuneration discussed, and do you have a practice of asking candidates to define their expectations themselves?
Transparency is our priority, so we discuss remuneration from our first conversation. It is a matter of mutual respect for the time and efforts of both sides. We do not want to leave ambiguities that will manifest themselves at the end of the process. And it is good to be on the same wavelength from the very beginning, because we look at each appointment as a long-term partnership.
Do you have internship programs?
Of course! We have even dedicated a separate article to the topic. We do internships according to our needs, usually once a year. We take each application extremely seriously and invest significant time and resources in the training and professional growth of each of the team. The internship is paid, lasts 6 months, and is entirely in our office. We are working on a real project with mentors and an experienced team – a lot of practice and a lot of learning in a real environment.
For which positions is the competition the greatest, and how many people typically compete for one place?
The competition for internships is huge - over 300 candidates for 3 to 5 places. That is why we insist on giving feedback to everyone who has followed in our footsteps.
Which positions are the most difficult to find the right people for?
It is most challenging for mid-level specialists. These are people who have already gained confidence but still keep their curiosity to learn and develop.
What do candidates not know about the company, but is it important for them to know, in your opinion?
We are an extremely close-knit team, and we know each other very well. We try to keep the atmosphere in the office calm and with a sense of humor. When we work, we work hard and with quality, but we also know how to have fun. We have F# fans, musicians, artists, athletes... Our people are super diverse and cool.
What makes you stand out from other companies and attract candidates as an employer?
We are a stable company with a long-term plan and partners who trust us. This gives us the freedom to progress technologically, to try new methods, and to constantly learn.
If you recognize yourself in our way of working, we are waiting for you.
