Another advantage of the base was that there were specialists from various regions in it — given that we are engaged in international recruiting, we have candidates from almost anywhere in the world. It was in the database that the candidates who agreed to take part in the selection were found.
The selection consisted of two stages: an initial interview with our recruiter and a technical interview with the CTO and the company's founder. When building a candidate motivation strategy, we tried to pay attention to the usefulness of the product, the international team, as well as interesting tasks that were supposed to be solved within a specific position.
There were concerns from some candidates about working in a startup in the current unstable global conditions — however, as we wrote earlier
, now many startups, on the contrary, are experiencing an upsurge and flourishing, because, unlike large companies, it is easier for them to quickly reorient and adapt their processes to changing realities. It was this argument that we used: in addition, the great advantage of the client was that they had already survived the most difficult and dangerous initial stages for a startup, and moved on to active development and scaling.