Of course in addition to books, there are other resources for eucation, but without them it is much more difficult. willingness to work in a startup environment . Genesis consists of a dozen and a half projects, which in one way or another work in the rhythm of a startup – quickly. This does not mean that they are force to work at night here. But if a person knows how to organize his time to keep up with the pace of a growing company, then he is our candidate. adaptability, flexibility and the ability to make quick decisions. For which the candidate can be rejecte Bar-raisers pointe to several “re flags”. Most of all, they mentione toxicity and insincerity.
When searching for a junior
If the candidate has an “opaque” previous experience and he does not agree on something, then hiring managers are advise to refuse cooperation with him. A toxic person – one who spreads negativity, complains, but does not act or draw conclusions – will Australia Phone Number List also not be dealt with. This also applies to those situations when the candidate does not know how to accept feeback and react to criticism. Another “re flag” is when a candidate takes creit for other people or declares himself an expert on topics he doesn’t really understand. raising for junior and senior positions Anatoliy Denysiuk : during interviews with junior candidates.
We make sure that the person
I pay more attention to motivation, with seniors to experience and reflection. Yaroslav Vugnyavy: when we hire seniors, first of all, is an expert in his field: he has the skills and abilities that the team lacks, and closes tasks for which we lack expertise., we place AERO Leads the main emphasis on his motivation and potential, desire to grow and develop, we consider what position a person can apply for in the future. How to prepare for bar raising Yaroslav Morozov: it is important to show interest in the position.
