Talent & Hiring
What happens between an introduction and a hiring decision.
The steps below explain how we approach candidate conversations. The exact interviews and assessments depend on the employer and role. Before each stage, confirm what it involves, who you will meet, and whether anything needs to be prepared.
The process
The sequence can vary by role. Each stage should have a reason and a decision attached to it.
Step 1
Share your context
Apply for a named role or email a short introduction. Include your relevant experience, the kind of work you want, and location or availability constraints. Do not include identity documents or other sensitive records in an initial message.
Step 2
Intro and alignment
Discuss the work and compare it with your experience and priorities. Clarify location, compensation information, employment type, and timing early enough to decide whether interviews are worthwhile.
Step 3
Review relevant experience
This may involve a structured interview, a discussion of previous work, or a practical exercise. If an exercise is proposed, ask about its purpose, expected time, and how the work will be assessed before starting.
Step 4
Team conversations
Meet the people involved in the role and discuss how the work is organised. Use the conversation to understand responsibilities, reporting lines, expectations, and the problems the team wants the new hire to address.
Step 5
Decision and next steps
The employer makes the hiring decision and confirms any offer. Review the written responsibilities, employment terms, start date, and outstanding conditions before making a commitment.
Timeline & communication
What to expect from first message to decision.
Typical timeline
- Initial response within 1-2 business days for active roles.
- First conversation usually scheduled within a week.
- Interview loop varies by role, typically 1-2 weeks.
- Decisions shared as soon as we have clarity, without dragging it out.
How we communicate
- You’ll have one point of contact and clear next steps.
- We respect scheduling constraints and avoid unnecessary rounds.
- We share feedback when possible and close loops quickly.
- If something changes, we tell you early, so you’re not guessing.
FAQ
Quick answers to common questions.
Do you require a CV?
A CV helps, but it’s not the only signal. A short note with links to work (GitHub, portfolio, writing) is often enough to start.
Will there be a take-home assignment?
Sometimes. If we use a work sample, we keep it short and scoped. We prefer practical, high-signal exercises over long projects.
Can I be considered for future roles?
Yes. We often build pipelines ahead of hiring needs. If you’re a strong fit, we’ll stay in touch with your permission.
How do I reach you directly?
Email [email protected] and include what you’re looking for and your timeline.
Ready to start?
Browse open roles or email us directly. If you don’t see an exact match, tell us what you’re great at. We’ll route it to the right team.