Interviewers
You are key to Critical Techworks' growth!
From 2023
- Total number of interviews
- Interviews with positive outcome
- Hires
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Every year we receive more candidates, conduct more interviews, and have more new colleagues. This is only possible because you help us validate our candidates in order to find the best ones for our teams. You are a very important part of our recruitment process and we would like to thank you for all your willingness to keep CTW growing.
Talent Team
Candidate's Journey
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Being an interviewer at CTW is an amazing experience that allow us to be in the first line of contact with our future talent. It is a privilege being trusted by CTW to be involved and also help shape the recruitment process, as our current growth represents a tremendous challenge that must be met with responsibility, commitment, professionalism but also joy and excitement, since we are looking out for extraordinary people, that will be the future of our teams at Critical TechWorks and ensure our continued success in a diverse high-achieving work environment.
Rúben Correia
Technical Titan
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Professionally for me being a CTW interviewer means that I can help the progress of the company by choosing great candidates so together we can build projects with engineering excellence with, not less important, great culture and team spirit. Personally, it means that I am upgrading my soft skills like good communication, and understanding persons characters and values in a short period of time.
Sabina Meric
Product Visionary
What are our Interviewers made of?
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Communication and empathy
The interview is usually the first moment in which the candidate meets one of us people face-to-face.
Is crucial that you be polite and warm, and have clear communication with the candidate. Be aware of your verbal and non-verbal reactions and expressions.
Create an environment where the candidate feels welcome and heard, without judgments.
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Technical knowledge and experience
We expect you to validate what the candidate knows based on the experience shown on the CV and on Screening.
But that's not all! You also can access the candidate's potential because no one knows it all and in IT we are always learning.
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Living Critical Techworks
The way we do things, our beliefs, our culture, and our history are a no-brainer to you.
You can give a clear idea of what is our company, what we do, and how we do it. Make sure you explain what role the candidate is applying to and the core elements of our culture.
Remember the three dimensions that apply to everyone: first and foremost, teamwork, then, curiosity and analytical thinking, and last, specific technical knowledge.
Good Practices before Interview
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Make sure your email is synchronized with your vacation schedule (using the Pulsar “Synchronize with Outlook” option) and the BMW calendar.
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Respond to interview invitations as soon as possible.
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In the event of a need for an interview replacement, notify the Talent team promptly or find a colleague available to substitute you.
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At any time, CVs shall not be downloaded and stored by the people who participates in the recruitment process – mainly the interviewers. Anyone who downloads the candidate/collaborator CV and store it shall be deemed as solely responsible for the personal data included in this document.
Good Practices during Interview
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Embrace a combination of practical (exercise) and theoretical components during interviews.
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If a candidate struggles to explain certain concepts, kindly provide a brief explanation to help them understand.
Some Do's and Don'ts during Interview
What do we evaluate during the interview?
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Autonomy
The ability the candidate has in making decisions without being controlled by anyone else.
Example questions:
- How do you plan your work daily?
- If you face a setback in your work, what are the steps you take to solve it?
- How comfortable are you with your current responsibilities?
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Skills
An ability to do an activity or job well, especially because the candidate has practiced it.
Example questions:
- Can you describe your participation in a technical decision?
- How does your role/job affect the product/domain?
- Do you usually get out of your comfort zone? Can you describe it?
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Complexity
The state of having many parts and being difficult to understand or find an answer to.
Example questions:
- What was the most complex situation that you had to deal with on your job?
- Did you find any issues that you couldn't solve by yourself?
- Do you usually do investigation activities? Can you please describe one?
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Influence
The ability to affect or change how someone or something develops, behaves, or thinks.
Example questions:
- Can you identify a time when your work/action really had an impact on the project/team?
- How do others react to your opinion?
- Do you usually coach team members?
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Being an interviewer at CTW is having the responsability to find alignment between a role and a person. To find if there's a cultural fit making sure the candidate feels comfortable during the process. It is about finding out what stands out and makes someone special for us.
Margarida Fernandes
Scrum Knight
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Interviewing @CTW is more than just work. It's an honour, it's a mission! The company trusts you to represent all of us and help bringing on board, not only the talented people you would like to have on your side; on your team, but also the people who will move us forward as an organization that believes in diversity; inclusion; and equal opportunities as key ingredients for promoting a rich and stimulating work environment.
Sérgio Lagoela
Head of Interactions
Good Practices after Interview
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Whenever possible, conduct a debriefing session after the interview with the other interviewers to discuss observations and insights.
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Provide detailed feedback in the interview kit, covering technical aspects as well as insights into the candidate's behavior and attitude. Also, include a summary or conclusion of the interview in your feedback for easy reference.
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After submitting the feedback interview, send a message on Teams to the talent person. This ensures that the feedback is received correctly and facilitates the process.
Interview Feedback
Interview feedback is the last step of the interview process for the interviewer. It is where all the assessment is translated into a record that will allow other persons to assess the resulting feedback and have a final decision on the hiring.
This is why feedback needs to be of value and needs to provide a reasonable amount of information about the candidate. Providing this information in a clear and structured way is key for the following steps.
Although we value the interviewer's overall feelings and opinion, we also want to understand what were the capabilities of the candidate and how performed in the interview. So besides your overall opinion please provide concrete facts from the interview session.
What to write about?
Profile
How is the candidate's posture in the interview, the quality of communication and mindset towards the interview, and the opportunity that is being given.
Soft Skills
How the candidate reacts and/or handles situations, the ability to interact, adapt and find solutions for challenges. Be it by previous experience or knowledge.
Agile Maturity
How the candidate understands Agile and the level of knowledge about it. What capabilities the candidate was able to demonstrate regarding the topic and how does that match the expected seniority.
Technical Skills
What is the candidate's technical proficiency in relation to the open position. What technical skills/knowledge was able to demonstrate and how does that match with the expected seniority.
Goals and Objectives
What the candidate sees as goals and objectives for the future either in the career path and/or in working with us.
Also, provide information about:
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Whether the candidate was aware of the position that was applying for and/or should be evaluated for a different role.
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Answers that the candidate gave regarding soft skills.
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Answers that the candidate gave regarding hard skills.
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If there are less positive aspect that can be overcome with training, time, and seeing how we work.
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If there unexpected behaviours, answers or expectations.
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If there are negative aspects that are a no-go.
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If the candidate profile seems to match what we are looking for.
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The proficiency level takes into consideration previous expertise and the interview outcome.
See you at the next interview!