The recruitment process consists of four interview rounds and is relatively streamlined without being overly bureaucratic. HR Screening: Focuses on general fit, including visa status, relevant experience, location, work arrangements, and reasons for seeking a new role. Team Lead Interview: Evaluates the specific knowledge and skills required for the position. The leads look for commitment and a clear understanding of the role, while a senior engineer asks technical questions to verify claims made in the CV. Technical Deep Dive: A discussion with senior-level engineers involving open-ended problem-solving questions. These are challenging because there isn't always a single "correct" answer, mirroring real-world work scenarios. Management Interview: A candid session with higher management. Candidates may be "grilled" on their motivations and asked to solve problems from a managerial perspective rather than a purely technical one. Any inconsistencies in previous claims must be addressed here. While the process is not excessively difficult, success requires thorough preparation and a clear vision of how to approach the job. Parallel to the rigor of the interviews, the people involved are nice!

I was approached by one of Navvis HR and aggreed to enter the process of hiring for a Sn Software Engineer. The process was divided in 4 parts: - HR interview; very good in overall. They explained every part in details and all the question that were to happen. - Code challenge plus a design of an architecture on AWS - Technical interview with team leader/manager + another person from IT. We did go over the code challenge and what would be limitation of my solution and how we could solve them. Then there was a architecture they provided and I had to prepare a solution to improve it and present it.