What was your initial research?
Brice Zossi: We were looking for a specific profile with targeted technical skills for the development of new innovative services.
Silvio Cardoso: At the time, I was not especially looking for a job. The opportunity came in December thanks to a perfect match with my profile. I received a message from nexten.io about a job offer.
What other channels have you used before?
BZ : Usually we have recourse to the main existing sources: ad sites, sourcing via professional networks, publications on our own platforms, specialized recruitment companies, etc. These methods can prove to be very time-consuming, in particular filtering and targeting work. The cost of recruiting can be significant. The results are not necessarily negative, but sometimes it is necessary to iterate many research sessions before finding the right candidate.
SC : I had used sites like Monster.lu or Jobs.lu on which I had to contact the company to apply for an interview. It was not always easy, you had to go through each ad to know if it was suitable or not.
Why did you turn to nexten.io?
BZ : We got to know the nexten.io team during the Tech Talent of the Year. We then had the privilege of having a preview demonstration of this new platform. The concept seemed to us right from the start in line with the needs of the market.
SC : nexten.io is an interesting platform for the IT sector. I was able to access all the important information, with a clear vision of the technologies sought, the salary and the type of contract.
How did the recruitment go?
BZ : We published a first ad and the platform directly identified candidates who fit our criteria. After a quick skills analysis, we sent them a connection request and made the first contact via an integrated messaging system. Our internal recruitment process has come into play for the selected candidates. It took about two weeks to arrive at a short list of “qualified” candidates and two additional weeks to complete the recruitment process.
SC : I was contacted at the end of December. I first had an interview with human resources, followed by two technical interviews to check my experience and skills and then check my technological knowledge by solving a problem. It lasted three weeks.
How do you see this experience?
BZ : We are in a very dynamic market in terms of IT jobs and the right profiles are often sought. They no longer consult the offers made to them on professional networks. This is due to very direct approaches and little in relation to their skills. This new experience seems to us to reconcile the two aspects. Candidates can freely expose themselves to companies by showing their skills. Companies can match their search criteria to clearly identified skills.
SC : It was a quick process. I appreciated having feedback from nexten.io after each interview or during the development of the requested demo. They wanted to know how it was going for me, know my needs and give advice.
Do you think this type of platform represents the future of tech recruiting?
BZ : In an era where everything must happen simply and as quickly as possible, this type of platform offers a definite advantage. As for the future, the future will tell!
SC : Yes, because it saves less time to find relevant and interesting information.
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