We hire talents and opportunities, but not papers
Hiring process consist of several parts. First, and most important is the initial interview, during which we discover the candidate’s understanding of the job description, its requirements and terms as well as we estimate applicant suitability rate.
We are looking for future thinkers, those who realize the importance of future securing and ready to work for that. First is growth and development, then comfort zones.
As we grow, we’re committed to nurturing a culture of trust and proficiency. We value knowledge we’ve obtained and our team members who are project geeks and believe that creation and innovation are the most important things ever, and who can champion that mindset with their peers and managers alike.
We believe that you’re more than just the accomplishments on your CV. The initial interview is a conversation whose goal is to discover your professional and personal experience so far. You can expect us talking about these five topics.
- Deep Job Understanding. We try to estimate how deep have you understood the job description, its requirements and terms?
- Readiness. Do you really have the skills or potential to get the skills to do the job you’re applying for?
- Trustiness. Are you able to communicate frankly, what is your anxiety level and how far do you trust or how quick are you building high trust with others?
- Engagement. Do you have a high level of degree of care for what you do in work and in life? How responsible you are and how does work fit into your life
- Self-awareness. Do you have an understanding of your strengths and also how you impact those around you?
The Process From Submission To Success
The most important points, which our assessment specialists paying attention first
1. Apply. Select 1–2 jobs that you believe are the best fit to you and your career. Don’t forget to check the requirements before you submit, as each role may have different ones.
2. Initial Interview. Depending on the role, we will set up a 15–30 minute phone or virtual conversation with our assessment specialist or hiring manager. Both parties will be able to more precisely reveal each other’s awareness and expectation during such a conversation. We’ll also use this information to help explore other roles that may be a better fit. After that, the successful applicant heading to The General Interview
3. The General Interview. A one hour, conference-style interview with a recruiter and/or appropriate team leader and one of top-tier or C-Level managers. The choice of participants depends on the position you are applying for. The best way to prepare is to do nothing. Just be yourself
4. Meet the team. You’ll meet with 3–5 future co-workers for up to an hour each. Depending on the role, we may ask how you’d solve a problem and communicate it to the team. Learn more about our R&D, case studies, or the team you’ll be meeting.
5. Decision. Hiring team will take the time to meet before getting back to you. This will be made based on feedback from UNOVI’s team members of varying levels of seniority, experiences, and perspectives.