How Does Our Hiring Process Work?
BackstageIT believes in hiring the best in the industry and providing an atmosphere where curiosity, performance, and commitment are paramount. We are always seeking motivated and results-oriented individuals to join our team. BackstageIT ensures equal employment opportunities and takes action to employ qualified individuals without discrimination on any basis.
Whether you’re looking for a new opportunity or you’re just curious about our hiring process, you can find a brief overview of it below.
Our interviews begin like most, with a chat between the People Coordinator and the candidate. The People Coordinator gives the candidate a brief outline about BackstageIT (explains why we are different from outsourcing and/or outstaffing companies) and our cultural environment, as well as an overview of our partner’s company and product.
The People Coordinator also learns more about the candidate to see if they are a good cultural fit for our company and our partner’s. We look for the typical characteristics like the ability to collaborate, flexibility, and friendliness, but we also look for some aspects that are more specific to BackstageIT culture.
We want to bring onboard software developers who are passionate about their jobs and the work that they will get to do with us. Expressing your interest in what we do and being unafraid to ask questions about the company will help you to stand out from the crowd.
After assessing a candidate’s cultural fit, the technical lead has a discussion with the candidate. This discussion is not about trying to catch the candidate in a “gotcha” moment. The goal is to get a better understanding of a developer’s interpersonal skills and to understand the candidate’s thought process. We want to see how they will work through problems on a team, not alone.
“The interviewing process should feel comfortable, and it did,” mentions Radu, a software developer at BackstageIT. “I felt like I had known these people for a long while, and I had a friendly discussion with them. Now, I have the opportunity to interview candidates about their Angular skills, and I just hope that I can recreate the same pleasant atmosphere that I felt during my interview.”
In terms of technical skills, we assess the candidate’s ability to write code, get answers right, collaborate to solve tricky problems and write tests to check that the code works.
Since our work environment is very collaborative, team-oriented, and fast-paced, we prefer to have our developers work onsite. Candidates who wish to work remotely would typically discuss that with the People Coordinator during the interview process.
The next step is an online interview with our partner and/or a team leader of their technical team. They will determine if you have the right hard and soft skills to join their team and how you will fit in with their organization. This usually lasts for thirty minutes to an hour.
A hiring decision is made once all of these interviews have been conducted. The chosen candidate will receive a call with an employment offer stating the salary, start date, and other terms and conditions of employment that are based on the agreement between the company and the candidate. If the candidate accepts the job offer, he or she will proceed to the next phase of employment, which consists of orientation and onboarding training, handled by BackstageIT’s HR Department.