What the team looks for
Regarding new team members, regardless of the role, the team is always looking for specific traits as outlined in its values. The entire process and all the questions the applicant will be asked are linked to them. The goal is to assess if the applicant is assigned to what the team stands for.
Joining a new company is always an important decision in everyone’s life. Remember that finding the team’s mutual fit requires some effort. This means going through a few rounds of questions and time investment on both sides. It is important to assess the applicant’s current skill set, expertise, and the values that drive the team; and for the team, it is important to find out if Nimble is the right place to unleash their full potential.
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Applying to join
The team keeps the process short and straightforward, focusing on actionable and measurable metrics related to its work activities. Every candidate will go through the followings stages (in this order):
After receiving applications matching the team’s preliminary requirements, a short screening session is conducted with the candidates via phone or Google Meet to get to know them. It is an opportunity for them to share who they are and what they have been doing in the last few years. The team also has around 4 - 5 screening questions tailored for each role. As the goal is to see beyond a resume, this step is critical to know potential team members better and understand what the candidate could bring to the team and how they could fulfill their goals at the company.
As the team likes to move fast, applicants are invited to join the Screening session within 2 - 3 days following the resume submission date.
Following the review of the information provided in the previous step, the team invites short-listed applicants for an interview. It can either be in-person at one of the company’s offices for applicants living in the same cities where the offices are or online.
Interview slots are booked via Recruitee (the recruitment software that the team’s currently using), so the applicants can pick the time that works best for them. Interviews usually take anywhere between 30 to 60 minutes.
The team blends informal, skills and personality-based questions during this first meeting. At this first stage, interviewers check both team fit and aptitude. The skill set questions do not require special preparation as the team does not do whiteboard interviews. Instead, the team focuses on practical and intermediate-level questions allowing applicants to reference their own experience and, at the same time, allowing them to verify if the applicant is up-to-date with the current technologies and best practices.
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.
Details for each position:
The team’s review will be emailed back to the applicant.
This is very similar to the first interview but with different team members. In this interview, interviewers check team fit, clarify open questions and wrap up their assessment.
At every stage, the team involves its team members 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.
Following the last interview, the team will do a complete review of the applicant, taking into all pieces of information gathered through the entire application process. The team is usually fast in making a final decision. So applicants can expect a positive or negative response within 1-2 days at most.
In the hiring process, the team prefers to be cautious. The root principle is that it is better to 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.