Does recruitment process have to be stressful for candidates? Not at all! Our activities focus on positive candidate experience. Let me show you our perspective on IT recruitment which definitely makes Codete stand out from the crowd.

Transparent and short IT recruitment process

There are two main stages of the recruitment process at Codete:

  • a meeting with the recruiters,
  • a business conversation with product owners.

During that time, we assess the candidates’ skills and match them to a project which meets their expectations. We respect the candidates’ time so we aim at keeping the meetings productive.
IT recruitment process

First step of the recruitment process

The first step is divided into two meetings:

  • a general conversation with a Recruitment Specialist,
  • a technical discussion with a tech recruiter – one of our Software Engineers.

We usually hold the interview in our office so the candidate can see our work on a daily basis and feel the atmosphere of the place. However, if there is such a need, we can organize a job interview online too.

At the beginning, we intend to find out what kind of a person our candidate is – learn about the projects he or she has developed, technologies he or she has used and the team he or she has worked in. We also try to identify their motivation to work and plans to study new things. Furthermore, we tell the candidate about our projects, internal initiatives, and opportunities waiting for them at Codete. We always encourage them to ask as many questions as they can. It is time for both sides – the candidate and the company – to learn about each other.

After the HR meeting, we move directly to the discussion with a tech recruiter. Then we identify candidate’s advantages and possible flaws to work on. The candidate can expect to hear some technical questions regarding specific technology, algorithmic challenges, and problem-solving tasks. We also look for his or her joy from programming and their internal curiosity to explore new languages, frameworks, or tools. We believe that passion and solid technical knowledge should go together because this special combination makes the difference when it comes to programming.

If, after the evaluation, the selected candidate fits the project, we organize a meeting with the product owner. Between these two stages of recruitment, we are in constant contact with the candidate.

Second step of the recruitment process

The next step is a business conversation between the particular candidate and the product owner. They talk about the project and their expectations. We have a variety of projects, and this step of recruitment can differ a little for each of them, and also cover a couple of technical questions, challenges, or even pair-programming – depending on the project.

Nonetheless, this is a great opportunity for the candidate to learn more about the project. We want our candidates to be well informed so they can make a conscious decision if the project meets their expectations and if they want to join Codete. If, after the meeting, both the candidate and the product owner are keen on working together, we make an offer to the candidate.

This is how recruitment looks like at Codete. It’s a general overview because the process can look a little different for each specific role or a project. However, we always deliver extensive feedback at the end, no matter if the candidate joins Codete or not. We want to appreciate the candidates’ time and effort by sharing our insights that might help them grow and take their careers to the next level. This is the foundation of our process.

The power of feedback – Codete Evaluation Report

Giving personalized feedback is definitely the best way to appreciate the candidate’s willingness to spend time with us during the interview. This is why we have decided to create Codete Evaluation Report (CER) – a personalized document which provides complex information regarding the candidate’s technical and soft skills.

What distinguishes CER from regular feedback are for sure the elements it contains and its length (1-2 pages A4). You could say that CER is like a report from our recruitment meeting.

  • In the first part, the candidate can find a general overview on how they handled the questions regarding programming in a specific technology and problem-solving skills.
  • The next part is dedicated to candidate’s strong points and identified weaknesses. Our main aim is to verify these areas and provide valuable recommendations (i.e. articles, repositories, documentation) which help our candidates to fill some possible gaps.
  • The final paragraph of CER is a place to refer to candidate’s oral English skills and social competencies (i.e. communicativeness, working in the team). Due to international teams and direct contact with our business partners, this part of feedback is also very important in candidate’s total evaluation.

Giving such extended feedback to the candidates who went through a job interview sets us apart from many companies. Results from the 4th edition of Candidate Experience Report show that in Poland 72% of applicants are not informed about the reasons for not being qualified for the next stage of their recruitment process.

It’s hard work but very satisfying. Fortunately, the candidates appreciate it and they are more willing to stay in touch with the company in the future. In our opinion, recruitment is not only about hiring, but also about building long-lasting relationships. Isn’t it?

Friendly atmosphere and mutual respect are what our candidates like the most

As you can see, at Codete we are very open to give feedback. But we also look to hearing from our candidates. After the recruitment meeting, we ask our candidates about their impressions and encourage them to give their suggestions. They can share their thoughts with us in an anonymous survey. We collect their feedback and analyze it in order to make the recruitment process even better.

We are proud to see that our candidates appreciate the atmosphere and the way we conduct the job interview. We try to decrease their stress to enable them to perform well in the interview and it really works:

Both sides of the interview were so good, the interviewers are nice persons and made me felt like if I knew them before, I think that’s amazing because they make the people feel comfortable. In the technical part, the questions were focused and got me straight to the point, I think this is good because it avoids you to get lost in the answer. Thanks!

For us, every candidate is an equal partner in discussion. We want the recruitment meeting to be productive and informative, so we ask the candidates some questions, but also talk with them about the most important aspects of working at Codete. Good to know, we and the candidates look at our recruitment in the same way:

The informative soft part without the hassle of “classic HR riddles and what-ifs” – which is the definite upside. The great technical part with lots of technology stack talk but without logical riddles and actual hard-skill-test like “How would you code this-and-that” – that felt like mutual respect of knowledge and skills was in the air rather than live coding to check skills on the fly – very impressive and outstanding from the usual crowd.

However, the most motivating feedback for us is when the candidate says they have learnt something new during our meeting. Knowledge sharing is always important for us:

During the interview I felt comfortable and I already got a plenty bits of advice which could improve my skills before next step.

Honestly, that was the most enjoyable interview I have ever taken part in. The technical part was great. I had a chance to verify my current knowledge, but at the same time I’ve learned something new as well. The soft part was really good for warming up and I really felt that my time was precious there. I wish I would someday be interviewing people in such manner.

Having such positive feedback from the candidates convinced us to apply for a membership in Coalition of Friendly Recruitment (Koalicja na rzecz przyjaznej rekrutacji). We’ve been a proud member of this initiative since 2016, and – with over 300 other companies – we have been spreading good practices in the recruitment area for a couple of years already.

What makes the candidate a perfect fit for Codete?

While considering the candidates to join Codete, there are four key aspects we pay attention to: technical skills, social competences, curiosity and something we call a Codete spirit. We believe that this special combination of features helped us build a unique team of people who simply enjoy working with one another.

Technical skills – most of Codete employees are on the senior or regular position. As we are a trusted partner for multiple recognisable brands across the world, we have to be sure that we work with skilled and experienced developers in the particular technology.

Social competences – every Codeter has direct contact with our business partners during daily stand-ups and meetings. In this situation, good communications skills (also in English), problem-solving, critical thinking, and proactive attitude come in handy. There are the key competencies we look for in our candidates. You can read more about soft skills of the future in my article for Stapler and in a blog post about top soft skills for developers written by one of Codeters, Mateusz Prusaczyk >>

Curiosity and open mind – It’s not possible to know everything but when you are curious about programming and open to learning new things, you can catch up easily and gain valuable experience in many programming languages, frameworks, and tools in a variety of Codete projects (healthtech, fintech, automotive, and beyond).

Codete spirit – it’s said that people tend to work with those who are similar to them. Codeters like to laugh, drink good coffee, and spend time together. Spreading positive energy, sharing know-how, or coming up with creative initiatives – this is what the Codete spirit means. We want to work with people who share this approach. That’s how the Law of Attraction works!
software development team

How to perform well in a job interview – our tips for candidates

Here are three suggestions for our candidates that will always help them to make a great first impression. It’s as simple as that:

Be yourself – we know that a job interview is usually stressful for our candidates. But believe us, we do our best to make you feel comfortable. Try to relax and see the recruiter not as a judge but as someone who wants to get to know you better. Show your passion for coding, say more about your interests and the things you like. Stay positive and do not forget to smile! 🙂

Don’t be afraid of exposing your limits – we appreciate honesty. If you’re not sure about your answers to our technical questions, it’s really OK. Just say that you do not know them yet, but you’d like to – and the tech recruiter will surely provide you with proper solutions. This will be a good opportunity for you to learn something new!

Show your curiosity – feel free to ask as many questions as you want. A job interview is an opportunity for you to learn more about the company, the projects, and the internal initiatives. Have you heard about CodeteCon and would like to become a speaker? Would you like to join our Codete Video Club? Ask for details! We’ll be more than happy to answer your questions and see that you’re truly interested in becoming a part of the Codete team.
IT interview

Recruitment is only the beginning

At Codete, we believe that a great recruitment process is only one of many steps on our way to building the best place to work. There’s so much more that we do to fully unlock the potential of new team members and show them the possibilities to grow within our company – but that’s another topic.

Does our recruitment process sound good to you? Maybe you’d like to give it a try? Take a look at the list of open positions at Codete >>

Hope to see you soon!

Talent & Recruitment Lead

In charge of recruitment on a daily basis. Involved in tech and EB meetups (CodeteCon, EB Masters). A big fan of TED talks.