Our Recruitment Process

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What we look for

When it comes to new team members, regardless of the role, we are always looking for specific traits as outlined in our values. Our entire process and all the questions that you will be asked are linked to them. We are looking to see if you and us, stand for the same.

Joining a new company is always an important decision on everyone’s life. Bear in mind that finding out our mutual fit requires some efforts. This means, going through a few rounds of questions and time investment on both sides. For us, it is important to assess your current skill set, your expertise, and the values that drive you; and for you, it is important to find out if Nimble is the right place to unleash your full potential.

Openings

Head to our career page to see all current openings:

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Applying to join us

We keep our process short and straightforward focusing on actionable and measurable metrics related to the type of work we do. Every candidate will go through the followings stages (in this order): Nimble Recruitment Process

Information Form

Upon reception of an application matching with our preliminary requirements, we ask applicants to fill an information form composed of 8-12 questions customized for each role. We aim to see beyond a resume, so this step is critical to us to know applicants better and understand what they could bring to the team and how we could fulfill their goals.

As we like to move fast, applicants are invited to submit the form back to us within 2 days following the reception of the information form link.

1st Interview

Following the review of the information provided in the previous step, we invite short-listed applicants for an interview. It can either be in-person at our office for applicants living in the same cities where our offices are, or online.

Interview slots are booked via Recruitee (the recruitment software that we’re currently using), so the applicants can pick the time that works best for them. Interviews usually take anywhere between 30 to 60 minutes.

During this first meeting, we blend informal, skills and personality-based questions. At this first stage, we are checking both team-fit and aptitude. The skill set questions do not require any special preparation as we do not do whiteboard interviews. Instead, we focus on practical and intermediate-level questions allowing applicants to reference their own experience and at the same time allowing us to verify if the applicant is up-to-date with the current technologies and best practices.

Challenge

Upon passing the first interview, applicants need to work on a challenge which relates to the position they have applied for i.e. Ruby, Elixir, Golang or JavaScript test for web developers, Android or iOS test for mobile developers, Product test for Product Managers, UX/UI test for designers, etc. We have dedicated challenges for each position we advertise 🤓

Any applicant gets one week to complete the assignment from the comfort of their home. Commitment-wise, each applicant should allocate between 4-8 hours, but it varies greatly based on their own aptitude and workflows.

The challenge allows us to assess “real world” skills that interviews cannot deliver. It is also a chance for you to collaborate with our members, and thus experience how we actually work. The submissions will never be used for commercial purposes.

Details for each position:

Our review will be emailed back to you.

2nd Interview

This is very similar to the first interview but with different people from our team. In this interview we check team fit, clarify open questions and wrap up our assessment.

At every stage, we involve our teammates so that they get to meet their potential future colleagues and inversely applicants get to meet several people from the team instead of only one person.

Final decision

Following the last interview, we will do a complete review of the applicant taking into all pieces information gathered through the entire application process. We are usually fast on taking a final decision. So applicants can expect a response, whether positive or negative, within 1-2 days at most.

In our hiring process, we prefer to be cautious. We rather reject someone by mistake than hire someone by mistake, since a wrong hire is more disruptive. Companies can reject people with great potential so applicants who have not been selected should not be discouraged from seeking a great job.