Initial Screening The process began with a screening of the candidate’s profile, CV, and overall fit for the position. This step ensured that core skills and experience aligned with the job requirements. First Interview (Introductory Call) Typically held with a member of the HR or Talent team. Main objectives were to get to know the candidate’s background, motivations, and career goals, as well as to provide an overview of Igeneris and the role. Technical/Case Interview The candidate was presented with a practical case or technical challenge. The goal here was to observe the candidate’s analytical skills, problem-solving approach, and how they reason about real-world scenarios. This step often included exploring different possible solutions and understanding the candidate’s decision-making process. Team Feedback and Evaluation After the case study or technical round, multiple team members at Igeneris provided feedback. The hiring team looked not only at the depth of technical knowledge but also at how the candidate handled ambiguity and rapid decision-making. Final Decision and Feedback The team synthesized all feedback from previous rounds, focusing on both technical competencies and cultural fit—particularly, adaptability to short, rapidly changing project cycles. If there was a misalignment or a concern, the candidate was informed with transparent feedback. Outcome and Next Steps For successful candidates, an offer was extended. For those who were not a fit at the moment, Igeneris shared constructive feedback, thanking the candidate for their time and leaving the door open for future opportunities.