Who we hire is at the core of our culture and success.
The Talent Acquisition team plays a crucial role in identifying individuals who:
We understand that our dynamic, high-performance culture may not be the right fit for everyone. This responsibility is taken seriously by our Talent Acquisition team, as every hire has a significant impact on our company’s future.
Hiring errors are among the most expensive mistakes a company can make. They cost us in:
These mistakes slow our growth, erode confidence, and can lead to frustration and demotivation within teams.
To avoid these pitfalls, our Talent Acquisition process is intentionally thorough and detailed. It’s designed to identify candidates who will thrive in our environment while minimizing the risk of mismatches.
The Talent Acquisition team collaborates closely with CIO, Director Products, HR, and a diverse panel of interviewers to ensure we bring on board individuals who are set up for success at eOcean Technologies.
Talent Acquisition is a 7 Step Process
Each Stage is associates with a Status. This helps us identify where we are with a requisition.
New Requisitions are created on Google Sheet. All Department Heads can request to open a Hiring Request to CIO or Director Products.
Each Requisition is assigned a unique ET-ID.
Each Requisition is assigned a Priority
Once the Job us assigned to the Recruiter,
Open the Job on Zoho Recruit. Please use the Same ET-ID. The Job Opening Title should be on the following format.
Format: [ET-ID] - [Job Role] - [Business Unit] - [Priority]
Example: ET-01 - Sr. Node Engineer - WABA - Urgent
The Talent Requisition (ET-ID) should contain all essential information to help the recruiter effectively shortlist and identify the ideal candidate. If any details are missing or unclear, the assigned recruiter can review the requisition and schedule a brief pre-huddle with the hiring manager.
A pre-huddle is a concise 10-minute meeting to:
The recruiter may post or refresh the position on the career site, social media platforms, and job boards. They will then review the database to shortlist potential candidates and may also engage in headhunting to identify suitable talent.
Recruiters will first shortlist appropriate candidates.
The recruiter shortlists candidates using the following criteria:
Shortlisted candidates undergo a screening process before moving to the interview stage. Screening is conducted at three levels to ensure only the most suitable candidates proceed to the interviewing process.
To evaluate whether the candidate aligns with our company’s high-performance culture and can thrive in our dynamic environment.
We seek individuals who demonstrate the following:
This interview is designed to provide a holistic understanding of the candidate, ensuring they are a strong fit for both the role and the company culture.
The primary goal of this assessment is to evaluate a candidate’s foundational and technical knowledge. By ensuring a baseline level of competency, we can proceed with interviews that focus on deeper exploration of their expertise and experience.
We use CoderByte to conduct Technical Assessment. For every position open Recruiter need to make sure we have the right assessment created. If the assessment is not there then reach out to CIO to get it done.
Objective:
The assessment aims to eliminate unproductive interviews by filtering out candidates who do not meet the required technical standards. This helps ensure that technical interviews are meaningful and a valuable use of the interviewer’s time. We’ve all experienced interviews where it became clear within minutes that the candidate was not suitable—we aim to avoid such situations by establishing confidence through this preliminary evaluation.
Exception:
Candidates referred internally by eOcean Technologies associates may bypass the technical assessment.
Assessment Focus:
The test emphasizes fundamental skills, including:
1. Core Knowledge: Does the candidate possess the essential understanding required for the role?
2. Problem-Solving Skills: Can they address and solve basic challenges relevant to the position?
This structured approach ensures that only well-qualified candidates proceed to the next stages, streamlining the interview process and maintaining its quality.
After a candidate successfully passes the TAT interview and technical assessment for engineering roles, their profile is forwarded to the Hiring Manager . We should send them the following information.
The Hiring Manager can either approve or reject the candidate for further interviews.
At times, recruiters may share a candidate’s profile with multiple stakeholders (e.g., Hiring Managers, Directors, or CTO/CIO) to ensure alignment on paper qualifications before proceeding to interviews. This approach helps ensure everyone agrees on the candidate’s suitability.
This structured and time-sensitive review process ensures smooth collaboration and prevents delays in the hiring pipeline.
Candidates who successfully pass the initial screening proceed through a structured, three-level interview process designed to thoroughly evaluate their suitability for the role.
Exceptions:
Each interview stage focuses on distinct aspects critical to a comprehensive candidate evaluation.
Interview Coordination:
Recruiters are responsible for scheduling interviews by identifying suitable interviewers and aligning with their availability to ensure a seamless process.
The Level 1 interview is a pivotal stage in the hiring process, serving as the gateway to further evaluation. At this step, every screened candidate is assessed to determine if they meet the fundamental requirements for the role.
To ensure candidates possess a solid foundation in core concepts, technical skills, and problem-solving abilities. This interview establishes whether the candidate’s expertise aligns with their stated years of experience.
• Emphasis is placed on core competencies rather than exploring projects, passions, or general attributes.
• The goal is to answer critical questions:
• Are their skills at a level expected for their experience?
• Are they proficient in addressing foundational challenges?
• Could the interviewer, as an expert, confidently meet these expectations themselves?
• Evaluate the candidate’s understanding of fundamental principles and technical knowledge.
• Assess problem-solving capabilities through relevant questions or scenarios.
• Provide a clear pass/fail decision based on the candidate’s skills and competency.
This step ensures that only candidates with strong foundational expertise progress further in the hiring process.