"The first 200 employees of a company are cultural co-founders. They will define what we'll become when we reach 1000 team members."
Jelle Visser
CEO at ValueBlue
At ValueBlue, we're super serious about hiring. Every time we bring someone new on board, it's a team effort. We chat, we discuss, and we make sure it's the right fit before we even think about offering a job. But hey, here's the good part: we've made sure the whole process is smooth sailing for you. So even though we're working hard behind the scenes, you'll feel nothing but warmth and support every step of the way.
Hiring stages
1. Intro chat
In the first call, let our recruiter learn about you and your story to check a potential match to ValueBlue.
2. Manager’s interview
In this meeting, your future leader takes a deeper dive into your experience and what you could bring to the team.
3. Show us your skills
We want to see your practical insight by giving you a task related to what you would do in the position.
4. Onsite interview panel
Here we invite you to visit our office and get to know the team face-to-face before a potential decision and offer stage.
Interviews
Our hiring process contemplates majorly three types of interviews:
Screening interviews
We have two types of screening interviews: the intro chat and the manager's interview. In both, we will investigate details from your career that usually aren't in your resume, such as the reasoning behind your job transitions and the main challenges you faced when in a certain role.
During those interviews, you can also expect situational questions - inquiries that will request you to think about specific situations in your past to use as examples for a skill or personality trait we are investigating for the role.
---- Recruiter's tip: When answering situational questions, prefer to follow the STAR methodology detailing your explanation by sharing the exact Situation, Task, Action, and Result around it.
Technical interviews
Our technical interviews are tailor-made based on the required skill set for each position. For software engineering roles, it might be a live coding review or a home assignment while for sales roles it could contemplate a role-play of a cold call with a prospect.
We designed the hiring process aiming to investigate multiple aspects of our candidate's profile. The reasoning behind your solution, your preparation skills, and the best practices you followed while performing the task are as relevant as the final result.
----- Recruiter's tip: Remember that we hire based on hard and soft skills. Your thinking process and personality traits, for example, can put you in or out of the final rounds of our hiring process.
Cultural interviews
During the hiring process, cultural aspects are constantly being checked. However, the stage that assesses them the most is the onsite interview panel.
During the panel, you will answer questions you might have answered in previous stages. Questions regarding your motivation to join, career aspirations, and work style. Different interviewers asking similar questions allow us to have multiple opinions on more subjective topics - increasing the diversity and range of our assessment of your profile.
----- Recruiter's tip: Study your interviewers' profiles prior to the chats and prepare questions for them. It shows you care and it can give you crucial info regarding our culture and their work style.
Decision & Offer
See all we take into consideration when deciding who we will offer a position at ValueBlue.
Diversity
Does your work style and background bring diversity to the rest of your team?
Cultural edge
Have you shown during the hiring process that you share one or more of our values?
Technical knowledge
Have you proved during the hiring process to have the requested technical knowlege to perform in the role?
Salary alignment
Is your desired compensation aligned with your technical knowledge and colleagues from a similar level?
Long-term impact
Have you shown in the interviews traits that make us believe you have the potential to grow at ValueBlue?
Frequently asked questions
Do you ask brainteasers during interviews?
Nope. Public data showed that brainteaser questions didn’t predict how well someone would do on the job. Instead, we run tailor-made technical interviews and ask situational questions.
Do I need to have a degree to apply for a job?
No, a degree isn’t required for most of our roles at ValueBlue. Your skills set, personality, and mentality are what earns you the job - no matter if you learned that during a formal education or not.
Do you offer remote work?
We believe in the power of flexibility and human connections. Therefore, we promote a hybrid culture with programs dedicated to remote work at the same time we stimulate our teams to meet weekly at our offices for in-person connections.
Can I work from different countries?
Yes! By default, people have up to 3 weeks per year they can work from anywhere. This might be more flexible if you're planning to work from a country where ValueBlue has a working office.
When do I have performance reviews?
We stimulate a culture where leaders constantly share feedback with their teams and people feel safe requesting it as well. Either way, once per quarter, we have dedicated performance sessions for that. These sessions are linked to company and team-level OKRs, so we make sure our focus is adjusted every three months while envisioning our long-term goals.
When do I have salary reviews?
At the end of the year, all employees pass through a salary review round that considers their performance reviews, the internal salary bands and job levels, ValueBlue's financial results, and other external variables such as the countries' inflation.
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