A 9-step recruitment program designed by a human relations manager, Ula Kalinowska. This selection process — the fruit of her 5 years' experience in the tech industry — will help you find the developer your company needs.

1. 9 STEPS TO HIRE
THE RIGHT
SOFTWARE
ENGINEER
ULA KALINOWSKA

2. 3 OUT OF 4
EMPLOYERS HAVE BEEN
AFFECTED BY AN UNSUITABLE
HIRE
$100
MILLION
TONY HSIEH, THE CEO OF
ZAPPOS, HAS ADMITTED THAT
POOR HIRING DECISIONS HAVE
COST HIS COMPANY "WELL
OVER $100 MILLION."
— CareerBuilder
— Business Insider

3. HOW NOT TO
FALL INTO THE
TRAP
Use the 9-step recruitment program
designed by a Human Relations
manager, Ula Kalinowska. This process
is the fruit of her 5 years' experience
in the tech industry.

4. MARCINWADOŃ,SENIORSOFTWARE
DEVELOPERATEVOJAM
1. DEFINE EMPLOYEE
PERSONA
WHAT IS THE GOAL OF MY
BUSINESS?
Identify the priority for your organization
HOW WILL THE NEW HIRE
CONTRIBUTE TO ACHIEVING
THIS GOAL?
Describe your expectations of
developers

5. MAGDALENA WELIK
JUNIOR BACKEND DEVLEOPER AT
EVOJAM
Build a competency model that reflects your
company values. Make a list of personal traits
and skills that can help your company get
where you want it to be. Name the qualities
that you look for and explain what they mean
to you.
2. BUILD A
COMPETENCY MODEL

6. Look at the quality of the work —
the scope of responsibilities, size
of projects, technologies used,
biggest achievements, and types
of companies the candidate has
previously worked for.
JANSTROJEWSKI,MID
FRONTENDDEVELOPERAT
EVOJAM
3. IGNORE A NUMBER
OF YEARS OF
EXPERIENCE

7. REFLECT FUTURE REQUIREMENTS
CHECK THE APPROACH TO WORK
ASSESS KNOWLEDGE OF BUSINESS
LOGIC AND SOFTWARE ARCHITECTURE
CONFIRM TECHNICAL SKILLS
4. DESIGN A
RECRUITMENT
ASSIGNMENT
One way to do it is to ask
applicants to build a
predetermined app —
one that suits the profile
of your company.
THE TASK SHOULD

8. WHAT TO LOOK AT
WHILE GRADING
THE TASK
Quality and structure
of the code
Description of the
work that the
candidate offers
Time spent on
completing the task
See the history of changes,
e.g. in the BitBucket repository
Approach of the
candidate
Have they done as little as
possible or shown full
potential and commitment?

9. ETHOS AT THREECROSSES SQUARE,WARSAW
(EVOJAM'SHEADQUARTERS)
Write down your interview questions and do
your best to use all of them in every meeting.
This way, you’ll get measurable and
comparable results.
5. PREPARE A LIST OF
INTERVIEW QUESTIONS

10. BASED ON
THE
COMPETENCY
MODEL
Skills and personal
traits that match
your model
FOCUSED ON
REAL-LIFE
EXAMPLES
The best predictor
of future behavior
is past behavior
TELL ME
ABOUT A TIME
WHEN…
Learn about how
the candidates
acted on the job
6. CONDUCT
AN EVIDENCE-
BASED HR
INTERVIEW
ULAKALINOWSKAANDWERONIKAŁAPIŃSKA,
HRATEVOJAM

11. Non-verbal communication is
often misunderstood or
misinterpreted. The only
behavior you shouldn’t take
with a pinch of salt is avoiding
eye contact.
7. PAY ATTENTION
TO BODY LANGUAGE
KRZYSZTOFANTECKI,FRONTEND
DEVELOPERATEVOJAM
ROBERTDURAJ,JAVASCRIPT
DEVELOPERATEVOJAM
MICHAŁ PANEK, SOFTWARE
DEVELOPER AT EVOJAM

12. SOFTWARE ENGINEERS
COMPLETELY SATISFIED WITH
THEIR JOB
32%
8. CHECK
WHETHER YOU
MEET
CANDIDATE'S
EXPECTATIONS
— STACK OVERFLOW
You want your new hire to
be among this 32% —
employees who are
happy in their jobs are
more motivated and tend
to work harder.

13. TELL THE STORY OF YOUR
BUSINESS
How did it start? What's your
mission?
HOW TO CHECK IT
DESCRIBE A TYPICAL DAY
Discuss the team structure,
processes, projects, and benefits
LEAVE SOME ROOM FOR
QUESTIONS
See what’s the number one priority
for your potential employee

14. EXPLAIN HOW YOU'VE ASSESSED SKILLS
Refer to your employee persona
UNDERLINE THAT IT’S JUST YOUR
ORGANIZATION’S POINT OF VIEW
The rejected developers could be a perfect fit for a
different company
GIVE AS MANY EXAMPLES AS POSSIBLE
AND ONLY REFER TO ACTIONS
Don't comment on personality
9. GIVE
CONSTRUCTIVE
FEEDBACK

15. In a nutshell
ULA KALINOWSKA
AS LONG AS YOU PREPARE WELL,
KNOW WHAT YOUR COMPANY
NEEDS, AND LOOK FOR AN
ENGINEER THAT SHARES YOUR
VISION — YOU CAN’T LOSE!

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