Many companies use code tests as a key process within their hiring process in order to determine the programming level of their candidates and check if they have the right seniority needed for the open position. So far, it has been a useful tool for recruiters, but with the rapid
Circular is on a mission to change the way hiring works. Changing something that hasn't been changed for over 150 years requires something radical and we needed a brand to help us do this. So, we partnered up with the awesome team at Sensa Design to transform Circular to represent
Adsmurai is a team of digital marketers who enjoy delivering compelling ads to their audience by using their own technology, AMP (Adsmurai Marketing Platform). Behind this platform, they have their own product team of developers. Today they shared with the Circular Community their selection process hoping to give you some
Last week we had the pleasure to host a session with Alessandro Di Dedda (flowforgood.com) about The Scorecard as a foundational part of the Hiring Process in fast-growing organisations. Alessandro went through the following topics: The need for Scorecards as a tool to change the ways of working between
We believe in order to change recruitment, it needs to stop being a zero-sum game that’s purely competitive. Circular unleashes collaboration: instead of a hard stop for the great talent that in-house recruiters were unable to hire, we enable them to easily recommend that talent. This means that other
Having a strong set of company values is great for employer image and attracting talent from the outside but actually implementing them and making them part of the day to day decisions making and way of working? Now that’s where companies can become unstuck. At Circular, we have been
Congratulations! You’ve closed your most recent hire, and you’ve set their start date but what about the visa process? This can be a daunting and somewhat confusing process, especially if you have recently started hiring in Spain. To help make this process slightly more manageable, we invited Elena
Difficult conversations are hard to manage at work, especially while everyone is trying to stay professional and keep appropriate relationships. Redundancies, negative feedback or bad performance are indeed complicated topics of conversation that need to be addressed with care. While a good rule of thumb is to keep each other’
Benefits are a key element for compensation. The topic is becoming increasingly complex due to the rise of remote work and distributed teams in the market. So how can we manage this? Circular was founded two years ago. We are now consolidating the team and the time has come to
Sharing is caringCommunity is at the heart of Circular, we wouldn’t exist without it! The sense of community has been strong since the beginning of Circular. Teo Ruiz (CTO & Co-Founder) and Pedro Torrecillas (CEO & Co-Founder) started the company whilst at Campus Madrid and note how a sense
Today, we have the pleasure of interviewing Gianluca Rosania, Global Technical Recruitment Lead at Glovo and Co-founder at Livt. With over 10 years of experience in recruitment, his experience is breathtaking to say the least. Curious to know more about his experience hiring with Circular and how the day-to-day looks
Covid-19 has forced many companies to carry out their hiring processes remotely – this is nothing new. While some say that it has been a challenge, since they have had to get used to new structures and processes, they also mention that it has helped them avoid biased decision-making. In this
From smartphones to connected cars, location data is changing the way we live and the way we run businesses. Everything happens somewhere, but visualizing data to see where things happen isn’t the same as understanding why they happen there. CARTO is the world’s leading Location Intelligence platform, enabling
The team at GuideSmiths are experts in Digital Transformation, migrating enterprises quickly and safely away from their legacy platforms. They are uniquely experienced in boosting enterprise strength through microservices and have developed tooling and repeatable ‘post-agile’ processes that maximize continuous delivery speeds. GuideSmiths is an international company with offices in
Nuvolar is an IT software company whose core focus is the creation and development of apps. Their main industry is private aviation. “We talk about private jets and our users are professionals like pilots and crew members,” says Xavier Garcia. “We also have health, consumer goods, and other kinds of
María Amor studied Telecommunications Engineering at the University of Seville. She did her Erasmus study abroad program in Ireland and has a diploma in Mobile Communications: Technologies, Services and New Business Models. Besides this, she has taken several Machine Learning courses from Coursera, taught by a professor from Stanford University.
Nowadays, Venture Capital firms (VCs) are really trying hard to add, on top of their investment, more value to their portfolio companies. Since hiring great talent is the most important scaling challenge for all startups, VCs are focusing on helping them hire faster. Private portfolio talent pools, are a fantastic
“I had a complicated year. I got many interviews that didn’t work out. But I got through it.”Today we talk to Juan José López, who studied Telecommunications Engineering at the University of Granada. “I chose telecommunications so that I would have more opportunities in the future. The beginning
Belén is an HR Manager at TrustYou. Today she shares with us how they foster good Candidate Experiences during their hiring processes and how Circular helps them be more efficient in their day-to-day operations. Interviewer: Welcome, Belén, to this quick interview, and thanks so much for your time. Let’s
We’ve talked to Tolulope since he just got hired by Ogun as a Senior Software Engineer. We were so impressed with his story and his soft and hard skills that today we want to share it with you too.
A calendar notification pops up on the desktop. The interview with Fernando Drumond is about to start. A quick microphone check, a quick look to make sure the video quality is good, and we’re ready for the call! Fernando recently joined Preply as a UX/UI Engineer. COVID-19 hasn’
Today, we have a date with a great developer who uses Circular, David Villarejo. He joined the job platform and found a job at DEVO, another great company! David joins the call and tells the interviewer that everything looks good on his end. We are ready to start! David studied
Camilla connects to the video call, saying that she just left another meeting. Between the remote onboarding and the day-to-day tasks, there seems to be a lot of meetings for her! We have a relaxing few minutes of conversation and once we’re ready, we start the interview. Camilla studied
Offering a great Candidate Experience to all developers in Circular is the most important part of the job we do every day and now is guaranteed. By now, most recruiters know that any candidate expects to be respected and informed within a hiring process. Candidate Experience goes way beyond and
Last Thursday, April 2nd, we conducted our Virtual Meetup on Hiring Remotely. We were very excited to have 3 top speakers on board and today we want to share with you their notes on the topic. But first, let’s quickly introduce them. SpeakersMaría Santos is Head of People at
Circular as the hiring community for tech recruiters and developersAt Circular, our main mission is to improve the hiring experience for candidates and recruiters. Since we launched in late 2018, we’ve been able to help hundreds of recruiters and candidates grow in their professional careers and get new jobs
The pressure on those who carry out recruiting functions has never been higher, and this creates challenges, especially for start-ups. The global talent crunch is forcing recruiters to work harder and harder. This is not new and is discussed far and wide, as there is no single fix to this
You have always had your hiring process partly or entirely in person, and now you have to get used to a hiring process where 100% of it is done completely remotely! Don’t panic, in this article, we bring you some tips that will hopefully help you make the best
Yesterday we celebrated our second meetup in Barcelona to talk about the Candidate Experience (the experience that a candidate has along the hiring process with a company). Lorena Rebenciuc, Talent Acquisition Specialist IT at FREE NOW, and Gianluca Rosania, Global Technical Recruitment Lead at Glovo, shared their CX practices with
Fridays are for giving great news. It’s okay to reject candidates on Friday as long as you give them something in exchange for the time and effort they spent participating in your hiring process. Refer them to Circular. Give good candidates the chance to find a new job on the weekend!
Very often recruiters are asked to increase the team rapidly. Improving Candidate Experience is challenging and it can look impossible to achieve when the company is in a fast growth phase. On top of this, it is rarely taken into account that resources for Human Resources need to multiply too
Ninety-four per cent of candidates get rejected during a hiring process. If you are careless and inconsiderate instead of showing care and respect for them, how many candidates are you turning into detractors? Perhaps it’s time to reconsider the way you reject potential employees.
Yesterday we had the pleasure to host more than 60 recruiters at Eventbrite in Madrid to talk about Candidate Experience
Companies try to improve their candidate experience throughout the hiring process, but how can we know that all these efforts are having an impact? Start measuring candidate experience.
Candidate Experience starts even before the application stage, However, the application stage is key in candidate experience, and therefore for the business's bottom line. How to improve Candidate Experience during the Application Process?
Rejecting candidates can be a tough task. Many doubts come to mind: how should I tell a candidate that I’ve decided not to hire them? Will I have the time to tell them all that we are no longer going to consider them, and if I don’t, what will the long-term implications be?
9 Often-Neglected Obvious Things in the Candidate Experience by by Belén Bueno, People, Talent & Culture at Paradigma
Collaboration is at the very core of what we do at Circular. Recommending candidates amongst recruiters is what got us started and we have been focusing more on fostering that community feeling. We launched recruiter profiles and our own reputation system as a first hint of what Circular is becoming.
Have you ever been in a situation where people are talking about “candidate experience” and you find yourself a little lost? If you want to start diving into this concept and get an idea of how important it can be for your business, read on!
At Circular our core mission is to help recruiters and hiring managers to improve candidate experience in their recruiting processes. Measure your candidate's experience with our free CNPS tool
Build your profile here if you are already using Circular –or signup instead!– Building two-sided marketplaces is particularly difficult because you have to find a value proposition and build a product for both sides –recruiters/hiring managers and candidates in the case of Circular–. On the talent side, since Teo
Traditionally, many companies have had opaque salaries and compensations in their job offers. It’s very frustrating for both companies and candidates in recruiting processes. “How much should I be paid?” or“How much should I pay for this position?”are some of the questions we get asked a lot.
Four months ago we launched The Hiring Circle from within Vernon, our consulting firm for startups, around the idea of scaling talent recommendation amongst a community of startups.