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’s important to assess your current skill set, your expertise, and the values that drive you; and for you, it’s important to find out if Nimble is the right place to unleash your full potential.

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):

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 relative to the position they have applied to 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 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.

Developers

The challenge requires to build a small application from scratch with a single feature. Applicants have the opportunity to show how they can architect a small application from scratch using the best practices of software development encompassing code structure, maintainability, security, and testing.

All code must be submitted via a public git-based code versioning platform such as Github, Bitbucket, Gitlab. Upon submitting the link to the code repository, applicants need to make sure that the issue tracker is enabled on the repository so that our team can submit our code review feedback.

Upon reception of the submission by email, our team usually take anywhere between 1-3 days to do a complete code review. As previously mentioned, we open issues to provide our feedback that usually fits into the following types:

  • Questions regarding implementation details. Often raised when we need clarifications on a technical choice taken by the applicant e.g. design pattern, non-standard third-party library (or not known to us). The purpose is for applicants to explain the reasons for their decision.
  • Recommendation to change the implementations. We might recommend some of our best practices and recommend another way to implement the same feature.
  • Bugs. Upon testing the small application, our team encountered technical issues or a feature did not work as expected.

Applicants are invited to interact with our team by replying directly to the open issues and also have the opportunity to fix or change the code following the code review comments. So the code challenge is really a participative process, not a submission-and-waiting-and-praying-everything-goes-well step. Our main goal is to find developers we would love to work with, so show us how awesome you are in the code review 💪

Product Managers

The challenge requires to review one of our current or past product. Applicants are expected to:

  • Provide recommendations on improving existing features.
  • Provide recommendations on potential new features.
  • Find, report and classify any kind of bugs/issues in the product.

Applicants are free to choose the format in which they want to submit their report e.g. test document, presentation, spreadsheet, website, blog article…

Upon reception of the submission by email, our team usually take anywhere between 3-5 days to do a complete review. We put great emphasis on the following:

  • Care and attention to details in the way to present your report.
  • Business value of your recommendations.
  • Clarity of the content.

Our review will be emailed back to you.

UX/UI Designers

The challenge is broken down into two tasks:

  1. UX

Applicants need to create a UX flow for a specific feature for a fictive company in a specific industry e.g. eCommerce checkout flow for a job board, payment flow for a bank. Only the main screens are expected in order to make the task smaller in scope.

The UX flow must be submitted in PDF format.

  1. UI

Applicants need to create a single screen for a fictive company in a specific industry e.g. homepage for a music application, checkout page for an online grocery store. The UI must be a single page and be responsive if the assignment is for a web application.

The challenge leaves lots of room for applicants to show us their personality since there are no constraints on colors, fonts, images or illustrations.

The design must be submitted as a single PNG file along with the original source on Figma.

Upon reception of the submission by email, our team usually take anywhere between 3-5 days to do a complete review.

Our review will be emailed back to you.

Talent Managers and Talent Management Associates

The challenge requires to provide recommendations on multiple aspects of People Operations, including high-level strategy and tactics.

Applicants are expected to provide recommendations relevant to our company specifically (geography, industry and team size).

Applicants are free to choose the format in which they want to submit their report e.g. test document, presentation, or others…

Upon reception of the submission by email, our team usually take anywhere between 3-5 days to do a complete review. We put great emphasis on the following:

  • Care and attention to detail in the way to present your report.
  • Business value and implementation feasibility of your recommendations.

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.

Openings

We are always on the look-out for great people to join us so don’t hesitate to send us your profile to [email protected] or apply for any of the following positions:

If you want to learn more about our company please also check our jobs site