Time-consuming and non-transparent application process Application process in overview: 1. Initial pre-selection based on CVs 2. 45 min. video call with HR manager; getting to know each other from both sides 3. work sample (individual time required depending on accuracy); everyday scenarios of the position are to be worked out; no time limit given - more focus is placed on quality 4. 90 min. - video call with Head of Product and Design and Support Team Lead; discussion of the work sample and about professional background and skills 5. 30 min - Video call with CEO; in-depth discussion about professional career 6. 60 min. - Video call with 4-person support team (30 min. together + 10 min. 3x each in 1on1 conversation); getting to know the team and talking about professional background, approaches and skills 7. 60 min. video call with COO; exchange of values and principles 8. final decision on whether to be hired or not In my case, I was told at stage 8 that they were looking for more experience. Pros: - Friendly staff: From start to finish, all conversations were friendly and personal. I felt very welcome. - Professional conversations: relaxed but also structured video calls with well-prepared questions - Simple coordination: Almost all video calls could be booked individually via a booking link - Smooth communication: You are in contact with the HR manager throughout the entire application process - Team meeting: opportunity to get to know the team in advance; personal and high-quality exchange through a good division of the team call (30 minutes together and the other half in 1o1 conversations) - Work sample: sorts the wheat from the chaff, and you can take a closer look at the companies Cons: - Enormous time commitment: On the part of both the applicant and the company, all video calls are enormously time-consuming. Just the pure video call time alone took me 5 hours. If you then add the preparation of the work sample, the preparation for all video calls, the familiarization with the company, the product and the help center, you have spent a long and intensive time with the companies. - Transparency of the number of applicants: The company keeps underlining how much they value about transparency and cordiality. In my opinion, the application process contradicts these values. At no stage weren't communicated a number of the remaining candidates. This leads to a stronger involvement and connection to the candidates, both temporally and emotionally. Proposed solution: - Interview all candidates in the same stages - After the 4th stage (90 min. - video call), filter all "really relevant" candidates and only proceed to the next rounds with a narrow selection - Full transparency of the number of candidates in the stage you are in - Clear list by e-mail after the first conversation with the HR manager of how many and how long minutes all calls will take until a position is hired Summary: I understand that Perspective want to find the best candidate and I support that 100%. However, it is not okay to treat the time of candidates disrespectfully. The pursuit of full commitment, transparency and cordiality should be based on both sides!