Our hiring process
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For all roles in tech, the Hiring Manager should be one of our engineering managers, the technical director or the CTO.
Step 1. Initially all new applications made to a role are processed by an assigned recruiter. They should perform an initial screening of candidates to make sure that CVs are relevant and the application is for the right role etc.
Step 2. The recruiter will then engage with the applicant. A short 15 minute phone call is usually sufficient, and on this call they'll introduce TPXimpact, the role and explain more details about the recruitment process. This call should happen within 1 day of the application being made.
Step 3. The hiring manager will now review the CV, first impressions from the recruiter and answers to any screening questions.
When: A candidate should be offered a date for their first interview that is within a maximum three days of their call with the recruiter (total four days from the initial application). Who: The first interview panel should consist of the hiring manager plus somebody in our team from outside the tech studio. Duration: The interview should last 45-60 minutes
The first interview is a chance for candidates to meet the person who is most likely to be their line manager or indirect manager. The interview is a chance to establish a chemistry, for the hiring manager to inspire the candidate about what a great place this is to work, and for the candidate to ask questions.
From the perspective of the non-technical representative, this is a chance to asses the fit and feel for our wider team, to assess agency experience, looking for characteristics such as agile experience, self-management and team dynamics.
Timeline: we should allow all candidates a minimum of five days to complete our technical task. Sometimes they may wish to complete it sooner in order to align with other processes they are involved with, but we must respect that not everyone has ample free time and many people have other non-work responsibilities to manage.
We ask all candidates to complete a technical task following their first interview. The details of the task, and the assessment criteria are documented separately here:
When: A candidate should be offered a date for their second interview as part of the cover note that comes with the details of the technical task - this is to ensure a commitment from both sides that the task will be delivered on time. The second interview should be held in the week following the first one. Who: The second interview should be with a principle engineer plus a technical subject matter expert (e.g. an Umbraco lead for Umbraco roles) Duration: The interview should last 45-60 minutes
The second interview is technically focussed. It's a chance to explore the response to the technical task, to discover the technical skills of our candidate and dig into their opinions and philosophies. The conversation usually starts with the technical task as a topic of conversation but often drifts to other examples or case studies from the candidates career, looking for examples of how they've tackled relevant or complex situations.
For lead roles, or where there is difficulty in reaching a decision with the initial interviewing panels, we may invite candidates to a final stage. This would most likely be with the technical director or CTO. The format is often defined by interactions during the first two stages and is generally quite informal. This interview usually takes around 30 minutes.
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