We divide recruitment into two processes depending on the type of candidate:
On this page, we will discuss how to apply for an open position in case you are an active candidate and what do to in case you wish to increase the possibilities of becoming a passive candidate. Later on, we will describe the steps of our recruitment process.
On our career page, you will find a list of open positions we are currently recruiting for. If you feel like you would be a perfect match, you can click on the green "Apply" button. In the application form, you will be asked to provide your personal information, your CV, and the link to your LinkedIn profile, and you can also leave us a nice message about why you are the best fit for the position.
In case you don't see an open position that fits your experience and profile, you can send us an open application via this link.
Sourcing is a strategic hiring method that allows us to have quality candidates in our pipeline as fast as possible. We base our search on company-specific requirements (skills, tenure, experience in the sector, etc.). Our goal is to source candidates that we believe could be a good addition to the team every time a new position opens up.
Tip: If you want to increase the possibilities of recruiters finding your profile, we suggest having a complete profile you use for work purposes. For instance, if we are talking about Linkedin, make sure to have an introduction of yourself, a description of your previous jobs, add keywords about your skills and industry that might help recruiters find you, and enable the "Open for Work" feature. Improving your profile might take some time, but will increase your chances of being found.
The main difference between the recruitment process for active candidates and passive candidates lies in the first step of our recruitment process.
Below, you can see the recruitment process steps you could expect after you have submitted your application. Not all positions go through all 5 steps, it is possible that some steps are either combined in one step, planned in a different order or skipped altogether. Our talent acquisition specialists will make sure to inform you about the process of the position you applied for during the first steps of the recruitment process.
First evaluation: the Talent Team will reach out to you via email informing you about the status of your application. You will either be invited to a discovery call or we will inform you that your profile does not fit with company-specific requirements. Because we know how stressful job hunting can be, we strive to give an answer between 3 to 7 days. Feel free to give us a nudge if you haven't heard from us within this timeframe.
Outreach: the Talent team will reach out to you via the talent acquisition tool (LinkedIn, Github, etc.). We use only public information to reach out to potential candidates and with our message, we want to express the reasons that led us to reach out and explain why Trengo could be a good next step in your career. If you have received a message and you are interested in the opportunity, we will move to the next step of the recruitment process.
Discovery call: if your application looks like a good match, you will be invited to a discovery call. During this call, you will discuss your previous experience and share the expectations of the role from both sides, your notice period, salary expectation, and other practical matters. We have lied down a few tips for all our candidates about how to prepare for this call. You can read about our tips here.
Hiring manager screen: if the expectations are aligned, the next step will be a video call with the hiring manager (and maybe one of the senior members of the team) who will dive deeper into the role and departmental specifics of the vacancy. During this interview, we use a Competency-based framework and a rating system to make sure all candidates are assessed based on the same parameters. If you want to know more about how we use the Competency-based framework, do not forget to visit this page.