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From a Candidate to a Teammate: 3-step Selection Process

Olivera Pavlović, IT Recruiter

6 min readJan 31, 2022.

So, you’re considering switching jobs, but the thought of having to go through nine circles of hell just to hear you’ll be overworked and underpaid isn’t really appealing? And the horror of waiting for feedback that may never come is deterring you from even updating your CV? We’re here to prove nightmares aren’t real. At Mad Duck Code, the selection process has only three steps.


And now you’re probably thinking - Nah, it’s just too good to be true - as your fingers prepare to alt-tab back to your tasks. But it is, in fact, that simple. Our recruiting process consists of just three steps:

  1. sending in an application

  2. a technical assignment

  3. the interview

And If all goes well you can expect an additional fourth - the offer. Intrigued? Here’s how to get there.

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To land a job at Mad Duck Code, you can go one of two ways - you reach out to us, or we reach out to you. There is also a third alternative - you get a referral from one of our employees who you’ve worked or studied with (which actually happens often, we have nice referral bonuses). But if you are reading this, you’re probably more interested in the first two, so let’s dive deeper into those.


Candidates normally reach out to us after checking our Careers or LinkedIn page or seeing our job ads on social media (current listings can also be found on websites such as HelloWorld and Startit). Many of them send us their CV and an occasional cover letter, or a link to their portfolio (it’s great to have one). And we get quite a few emails on a weekly basis, so it’s important to emphasize in the email what role you are applying for. And don’t worry, we reply to all inquiries, whether or not we decide to proceed to the next step. So, you’ll know where you stand at all times.

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When it’s us that reach out to you, we’re usually looking for a good fit for a specific project. I look through LinkedIn to find candidates with experience that matches the role (which is why it’s a good idea to keep your profile up to date!) and send them a message. You can expect a friendly hello and a brief about the position, after which I’m happy to answer any questions you may have. And if you’re interested, we move on to step No 2.


Regardless of who reaches out first, the step after revising your CV is the same - setting up a time for you to do the technical assignment. The assignment consists of tasks created by our dev team, and it is specifically designed to show us your approach and grasp of the subject. Depending on the position you’re applying for, the assignment takes anywhere between a few hours and a few days. And since you do it independently, you can work on it whenever you like. Only got time on the weekends? Or just prefer to code deep into the night? We won’t judge, code away. What’s important is you showcase what you’ve got.


Once you’ve sent the completed assignment back (don’t worry if you don’t get everything done, we’re not here to grade you, we just want to see how you think), our team’s going to assess it. You can expect to hear back from us within a few days or up to a week max, mostly depending on how much we’ve got on our plate. So having a bit of patience can’t hurt in this phase.

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If all’s well, we’ll set up an interview, which takes less than an hour. Yes, grant us just an hour of your time, talk to one of the devs and Anja, our HR, and we’ll be concise and on point - we value your time. No vague questions, no personality tests. Just straightforward coding skill check and casual job expectations chat.


On the technical side of things, we’re checking to see how independently you can work on tasks, asking questions on what the team typically faces. As for the HR part of the interview, don’t worry, you don’t have to prepare a speech on how your biggest weakness is that you work too hard. What we want to know is what you’re looking to get out of working with us and if that’s what we can provide.

After the interview, we get together to compare notes. We assess how strong your skills are and whether you’re a good fit for the project and the team. If you check all the boxes, we make sure to act quickly. Good talent’s hard to find and we don’t want to keep you waiting!

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However, sometimes we determine that a candidate isn’t going to be a good fit for the role we had in mind - either based on their CV, assignment or during the interview. It’s a bummer - for both sides, but it happens, and when it does, we prefer to be upfront about it to avoid wasting anyone’s time. We don’t like to keep people on their toes, so you can expect to hear back from us even if it’s just to thank you for your time. And who knows, maybe sometime down the road, our paths will cross again.


So, ready to become part of the Mad Duck team? Hop on over to our Careers page to check out the open positions! Or if you’d like to know more about our tech stack, projects, or our team, shoot me a message on LinkedIn, I’m always happy to help.