We’re a bunch of cool (and weird) people talking about tech and careers.
If you’re a large company, you probably have numerous recruitment processes going at the same time. You long for a way to make the process more efficient.
It’s important for people to know what they are going to do and under which conditions, so companies need to have a formal talent onboarding process they should be able to explain to their candidates.
While many office trends are discussed and driven by the tech megacorps and startup culture, most businesses will find their own path to office success.
As a business grows in size and operations, it can change dramatically.
This year we’ve analysed more than 1000 job openings in Portugal — split mainly between Lisbon (85%) and Porto (15%) — and here are the results!
Taking the leap into the job pool can be intimidating, whether you’re just graduating or looking for the next step in your career.
The 6 best practices listed below are sure to help you maximize your recruitment ROI by creating an effective recruitment process.
Here are some of the most significant reasons why tech professionals should continue learning new skills.
With time I’ve came up with my own set of questions. I have a different style. I favour open questions that let the candidates talk freely about their past experiences.
Referred candidates get hired within an average of 29 days, whereas candidates from job boards will take about 39 days.
After working on our chat, allowing companies and candidates to communicate better, we’ve developed this feature to help employers keep track of their engagement with candidates: Applications Expiration.
With the beginning of another year, let’s start by rewarding the Portuguese companies that stood out the most in 2018!
We’d like to share with you how it was designed and what new features you can now enjoy. Curious enough? Let’s do this!
When planning this process, you should place candidate experience at the core of everything. Here’s why.